Centre for Labour Studies
Biennial Report
2013 - 2014
Published in May 2015
Centre for Labour Studies
New Humanities Building, Block B
University of Malta
Msida MSD 2080 Malta
Tel: 2340 3766 / 2340 2731
www.um.edu.mt/cls
www.facebook.com/uom.cls
General Editor: Dr Anna Borg
All rights reserved. No part of this publication
may be reproduced, stored in a retrieval system
or transmitted in any form or by any means without
prior permission in writing of the author,
and of the publisher, which must be obtained
beforehand.
ISBN 978-99957-0-827-6
Design & Layout Outlook Coop
Contents
1.Introduction..................................................................................................... 4
2.Foreword........................................................................................................... 8
3. Articles............................................................................................................. 10
3.1 A National Trade Union Forum - G. Baldacchino......................10
3.2 The Gender Pay Gap and its Causes - A. Borg...........................18
3.3 Activating Job-Seekers through Start-up Incentives M. Debono.................................................................................................24
3.4 Health and Safety in Malta - L. Fiorini............................................. 31
3.5 Fault Lines in Bridges to Europe - S. Rizzo.................................. 42
4.Organisation and Staff...............................................................................50
4.1 Centre for Labour Studies Board ................................................... 50
4.2 Centre for Labour Studies Staff.........................................................52
5. Academic Programmes.............................................................................56
5.1 Bachelor in Work and Human Resources (Honours)...............56
5.2 Diploma in Social Studies – Gender and Development........ 60
5.3 Diploma in Social Studies – Occupational Health
and Safety................................................................................................. 64
5.4 Post-Graduate Diploma in Lifelong Career Guidance
and Development.................................................................................. 68
6.Monitoring and Research about Industrial
and Employment Relations...................................................................... 71
6.1 Information Updates............................................................................. 71
6.2 European Industrial Relations Observatory (EIRO) ..................73
6.3 European Working Conditions Observatory (EWCO)..............75
6.4 European Restructuring Monitor (ERM)........................................76
7. Research Work and Publications........................................................... 77
8.Conferences and Other Activities.........................................................82
9.Other Activities and Conferences organised by the Centre
for Labour Studies ......................................................................................88
10. Financial Statements.................................................................................90
10.1 General Expenses.................................................................................. 90
10.2 Reserve Fund...........................................................................................91
10.3 New Eurofound Contract...................................................................91
Appendix..............................................................................................................92
The ideas expressed in this report represent the views of the respective authors
and do not necessarily reflect the views of the University of Malta,
the Centre for Labour Studies, or the Centre’s Board.
Centre for Labour Studies | Biennial Report, 2013 - 2014
1. Introduction
It is my distinct pleasure to preface this, the latest
Biennial Report of the Centre for Labour Studies (CLS)
at the University of Malta, covering the years 2013
and 2014.
Unfailingly, the CLS continues to publish this detailed
report, in both hard copy and electronic version, to
account for its actions and initiatives in line with its basic
objectives, which have not changed since the Centre’s
inception in 1981 – then as the Workers’ Participation Development Centre:
• to strengthen the University’s link with working persons, employers and
the world of work at large; and
• to promote social dialogue, active involvement and the effective
participation of workers, and their representatives, in specific workplaces
and in labour policy more generally.
In pursuance of this, two-pronged aim of its mission, the Centre for Labour
Studies seeks to:
• establish healthy working partnerships and promote synergies between
academics, government, trade unions, employers and other actors from
civil society involved in the field of labour relations
• organise educational programmes aimed at sensitising people (actively
involved or interested in labour issues) to current trends, relevant concepts
and analytical tools pertinent in this area
• act as national monitoring agency and clearing house for trends and
developments occurring in employment and industrial relations
• carry out research, consultancy and disseminate information on issues
related to industrial and employee relations in Malta and abroad.
The 24 months under review were dominated by a root-and-branch strategic
review of the educational operations of the CLS. With the unanimous support
of our CLS Board, we have carried out a critical overhaul of our programme
offering: shifting and focusing on work-related topics in our Gender and
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Centre for Labour Studies | Biennial Report, 2013 - 2014
Development Diploma Programme; upgrading our Occupational Health
and Safety Diploma course to degree level, and having already secured the
prestigious accreditation of the UK-based Institute for Occupational Safety
& Health (IOSH) in this task; and repositioning our existing Postgraduate
Diploma in Lifelong Career Guidance and Development to Master’s level: a
first for our Centre. Within all this change, we have been careful to introduce
bridging pathways, thus enabling our students, should they want and be
able to, to navigate from Diploma up to Master’s level by only following CLS
programmes of study. Our flagship and anchor offering remains the fiveyear, evening, part-time programme that leads to a Bachelor’s degree in
Work and Human Resources, with a record-breaking intake of 73 students
secured in October 2014.
With the additional volume of students in different stages of their programmes
at the CLS, comes additional work. We have tabled a justification for
supplementary support staff which was positively received by the University
administration. We have thus welcomed Ms Jessica Cilia Custò, a graduate
trainee of the CLS. She joins our long-serving executive officer, Ms Josephine
Agius, providing what is most welcome additional support. The Centre’s
administrative staff also includes Ms Stephanie Muscat, an executive officer,
who has also joined the two-year, part-time programme leading to a Diploma
in Gender and Development which started in October 2014.
On the academic front, I am pleased to report the successful completion of
PhD studies by Ms (now Dr.) Anna Borg. Dr Borg, now confirmed as lecturer
at the CLS, completed her doctorate at Middlesex University, UK, having
successfully defended a thesis entitled: A collaborative interactive action
research study in a male dominated ICT company in Malta which looks at
work-life issues through the masculine lens. A case of: if it ain’t broke, don’t
fix it?
Mr Luke Fiorini, Assistant Lecturer at the Centre, has meanwhile embarked on
his own doctoral journey. He is registered with the University of Nottingham,
UK, and his doctoral thesis is titled: Predictors and consequences of
presenteeism: A multi-method study of nurses in geriatric settings.
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Centre for Labour Studies | Biennial Report, 2013 - 2014
Dr Manwel Debono has been confirmed as Senior Lecturer at the CLS. He
has also stepped down from the position of Director of the Centre in late
2014, having served in that position for the previous five years. Dr Anna Borg
has been appointed Director of the CLS with effect from October 2014,
becoming the first ever female director of the Centre.
For pioneer and stalwart Mr Saviour Rizzo, former Director of the CLS, 2014
was his last lecturing year at the CLS and the University of Malta. He remains
involved with the CLS via his research contributions.
At Board Level, we thanked Ms Angela Callus and Mr Michael Parnis for a long
and distinguished service as Board members – the former as representative
of the University Council; the latter as the second representative of the
General Workers’ Union (GWU). We respectively welcomed in their place
Mr Reno Calleja (a former Minister of Tourism as well as a former student of
the CLS) as Council representative; and Mr Josef Bugeja (a current, final year
student of the CLS) as the second representative of the GWU. Moreover, we
also thank Ms Loranne Avzar Zammit who was the student representative
on the CLS Board.
Apart from the four educational programmes run at University, the CLS
continues to be engaged in various research and documentation initiatives.
Notable amongst these is the Centre’s regular work as Malta’s national
employment observatory for the European Foundation for Living and Working
Conditions, based in Dublin, Ireland. The CLS was successful in securing yet
another extension of its contract with the Foundation, committing the Centre
to provide regular information updates to the European Industrial Relations
Observatory (EIRO), the European Working Conditions Observatory (EWCO)
and the European Restructuring Monitor (ERM) for some years to come.
Our outreach efforts took on a decidedly more digital approach with our
decision to have our own Facebook page: https://www.facebook.com/uom.
cls?fref=ts. It has been up and running since June 2013 and is a welcome,
less formal addition to our more conventional web-pages at: http://www.
um.edu.mt/cls
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Centre for Labour Studies | Biennial Report, 2013 - 2014
Meanwhile, we have also kept up an annual, more public, activity on the CLS
calendar. Social class in Malta was the theme of a stimulating debate held in
2013; while the economic and labour market challenges of environmental
change to small island jurisdictions like Malta was the theme chosen for
a symposium in 2014 (the latter in partnership with the Institute for Earth
Systems). As part of its annual public activity planned for 2015, the CLS
will organise a half-day seminar on the subject of Recruitment and Gender
Balance in Executive Positions. The plan is to then hold a symposium on
island tourism for our 2016 activity (in partnership with the Institute for
Tourism, Travel and Culture).
Enough said. Enjoy this celebration of the work of the CLS. Do let us know if
you wish additional information. Meanwhile, on behalf of the Rector of the
University of Malta, and all the members of the CLS Board, I commend the
CLS and its staff for their efforts and wish them well. Thank You.
Professor Godfrey Baldacchino
Chairperson (Rector’s Delegate), CLS Board
April 2015
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Centre for Labour Studies | Biennial Report, 2013 - 2014
2. FOREWORD
Dr Manwel Debono
It is with pleasure that I am writing this foreword for
the Biennial Report (2013-2014) for the first time. I
owe much to what I am today to the Centre for
Labour Studies (CLS) which gave me the opportunity
to study as a mature student and to obtain my first
tertiary qualification at the University of Malta. From
then on, I have not looked back as I progressed from
being a student, then a lecturer and now the Director
of the CLS.
This biennial report captures the work that was carried out by the CLS during
2013 and 2014. Until September 2014, the CLS was under the directorship of
Dr Manwel Debono and a note of thanks is due for his dedication and hard
work. Under his guidance, the Centre continued to grow into a dynamic
teaching and research centre which is attracting more and more students
each year. Today, we have 127 students who are following four courses. This
Biennial Report showcases the work that has been done in terms of courses
offered, research carried out and the other activities conducted by the Centre.
During this period, the Centre continued to be an essential link between the
world of academia and the world of work. One of the most notable events
was the establishment of the National Trade Union Forum in July 2014 in
collaboration with the Office of the President of Malta, Her Excellency Marie
Louise Coleiro Preca. The aim of this forum is to serve as a platform to help
unions collaborate amongst themselves for the benefit of workers and the
trade union movement. The CLS provides a supporting and coordinating
role to this forum.
During these last two years, the Centre has continued to be the main national
research agency for the European Foundation for the Improvement of Living
and Working Conditions (Eurofound) in Dublin. This is a research arm of the
European Union and on our part this entails the continued monitoring of the
Maltese labour market and the sending of regular reports on the evolving
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Centre for Labour Studies | Biennial Report, 2013 - 2014
working conditions, restructuring and industrial relations in Malta. These
reports are then published on the Eurofound website (http://www.eurofound.
europa.eu) which attracted 1.7 million visits in 2014.
This biennial report is being complemented with five interesting articles
written by the academic staff of the Centre. Prof Godfrey Baldacchino gives
an overview of the events which led to the establishment of the National
Trade Union Forum. Dr Manwel Debono focuses on activating job-seekers
through start-up incentives whilst Mr Luke Fiorni provides a snapshot on
Occupational Health and Safety in Malta as informed by the Long Essays of
the graduates of the Diploma Course in Occupational Health and Safety of
2014. In his article called ‘Fault Lines in Bridges to Europe’, Mr Saviour Rizzo
discusses the evolution of Industrial Relations in Malta, whilst my input is
about the prevailing gender wage gap in Malta and the EU.
I hope this publication gives you a better indication of the important work
that the Centre for Labour Studies does in spite of its small size. All this was
possible due to the hard work put in by the academic and administrative
staff of the Centre. It is essential that whilst acknowledging our success, we
have to make sure we continue to evolve and adjust with the times to remain
relevant in offering interesting courses and academic research in line with
the dynamic world of work.
Dr Anna Borg
CLS Director
May 2015
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Centre for Labour Studies | Biennial Report, 2013 - 2014
3. Articles
Dr Manwel Debono
3.1 A National
Trade Union Forum
Godfrey Baldacchino
This short contribution is a series of candid, mainly autobiographical
reflections on the inspiration, launch and early operations of the national
forum for trade unions, set up on the initiative of Her Excellency Marie Louise
Coleiro Preca, President of Malta, in association with the Centre for Labour
Studies at the University of Malta. This provides an important historical record
for this significant task entrusted to the CLS, and puts it in a broader context
that speaks to the consistent contribution that the CLS has delivered as a
platform for all trade unions in Malta over previous decades.
3.1.2 Prologue
For so many years, the Centre for Labour Studies (CLS) at the University of
Malta, and the Workers’ Participation Development Centre (WPDC) before it,
have organised many activities that offered a rare opportunity for local trade
union officials and members to meet and discuss relevant issues amongst
themselves with academics, usually in the company of a guest ‘resource
person’ from abroad. In times when relations between some major trade
unions were fraught with tension, often fuelled by partisan political piques,
these events were exceptional and stimulating educational encounters, as
well as a welcome reprieve from otherwise strained times. Some of these
events took the form of a series of tripartite weekend seminars, when the
spouses of the delegates were also invited to attend and enjoy a relaxing
weekend. In other instances, they were scaled down but more intimate sofa
conversations for smaller and more select audiences. The CLS takes pride in
having offered such, otherwise rare, opportunities for the various trade union
organisations to meet and engage in a healthy and frank debate on current
themes in industrial and labour relations.
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Centre for Labour Studies | Biennial Report, 2013 - 2014
By 2013, however, most of these activities had ground to a halt. The bulk
of these activities had been held thanks to the generous sponsorship
of the Freidrich-Ebert Stiftung (FES). The FES is Germany’s oldest
political organisation, set up in 1925 to promote democracy, political
education, and promote students of outstanding intellectual abilities and
personality. FES’ focus is decidedly on developing countries: so, with Malta
switching from being a net aid recipient to a net aid donor in 1994, the
justification for an FES office in Malta, let alone an ongoing programme
of financially supported activities, had become increasingly tenuous.
Moreover, the country had also acceded to the European Union by 2004,
and the tacit understanding was that there would be European funding
available to locally promote the EU’s social chapter, inclusive of work and
industrial relations. Hence a dawning awareness that the FES presence,
and sponsorship, in Malta, could be deployed for other uses, and in other
countries. Thus, the FES office in Sliema was closed and funding was reduced.
Still, thanks to Ms Ebba von Fersen Balzan, the intrepid and long-standing
FES representative in Malta, a significant programme of activities by the CLS
continued to benefit from FES sponsorship for some years. However, her
untimely death in 2008 put paid even to these initiatives.
3.1.3 A fresh burst of energy
Nevertheless, by late 2013, what had appeared to be a successful but closed
chapter in the history of the WPDC-CLS received an injection of energy and
interest from what can only be described as an unlikely quarter.
Since 1995, the CLS has been responsible for the University of Malta’s first
programme in gender and development studies, offered at diploma level.
Given the recognition that the Maltese state assigns to gender equality,
the CLS has consistently invited the Maltese Government to support this
programme financially. Government Ministers, of diverse political persuasions,
have stepped up to the challenge, thus benefitting the Centre’s gender
programme. With a fresh intake of students ready to start in February 2014, a
similar request had gone out to the newly elected Labour Government. Given
the division of responsibilities for gender in the Cabinet, part of the request
for sponsorship was tabled to the Ministry for Social Solidarity. Indeed, the
Minister responsible had even registered for this diploma programme herself
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Centre for Labour Studies | Biennial Report, 2013 - 2014
some time ago, and had attended some sessions before she was obliged to
resign and concentrate on other pressing commitments. The decision by this
Ministry to (once again) offer its financial support to help run this flagship
programme led to a decision by the CLS staff to invite the same minister (and
former student) to officially inaugurate the course on 4 February 2014. As
CLS Board Chair, I was tasked to meet the Minister a few weeks before the
launch and extend the invitation personally.
We are talking here of Marie-Louise Coleiro Preca. To those who did not know
her personally, she was a seasoned politician, very popular with the grassroots
membership of the Labour Party, and credited with being a humanitarian, with
a strong social conscience. To those who got to work more closely with her,
she was a bundle of energy that would draw in those around her and turn
them into accomplices in her many social projects. With an entrepreneurial
family background, she also has considerable business sense.
I, and the CLS, were quickly swept up by the halcyon days of early 2014. The
inauguration of the Diploma course proceeded without incident, the Minister
leaving a strong impression on the students. I was asked by the same Minister
to involve myself, in a personal capacity, in a number of social initiatives that
she was enthusiastically pursing, including a national anti-poverty strategy.
There was soon talk, however, of a new role for the Minister. By early April
2014, she had been sworn in as Malta’s ninth President of the Republic.
My first feelings - probably shared by many - were ones of loss and
resignation. We at the CLS had briefly experienced a strong supporter for
our work amongst the government ranks. But, just as we had struck this
great working relationship, it appeared that she had been snatched away.
To perform a higher and important office, of course; but the Office of the
Presidency felt somewhat distant: is that not how it should be?
Not with (now) Her Excellency. A phone call on my mobile phone confirmed
that there were other projects afoot. The intention was to set up a Foundation
for the Well-being of Society, under the auspices of the Office of the
President. As part of this grand initiative, and fully aware of her office as an
opportunity to serve as a truly national platform, Her Excellency wanted to
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set up a National Forum for Trade Unions (FNTU, in Maltese). Not just that,
but to do so in association with the CLS.
A most cordial informal meeting with Her Excellency followed at the Palace
in Valletta. The blessing of the University Rector was sought and secured.
This led to a meeting by Her Excellency with the CLS Board members, again
at the Palace in Valletta: the Board unanimously approved her vision and
agreed to cooperate in bringing it to fruition. The first event, where the idea
of an FNTU was broached and discussed with all 31 trade union organisations
registered in Malta occurred, quite suitably, on May Day 2014. The idea was
welcomed and the official launch of the Forum took place in 22 July 2014,
where an FNTU charter was signed and a programme for the first year was
presented and approved.
3.1.4 What has been done so far
We now appear to have in place a mechanism where Malta’s trade union
movement, divided into three ‘fronts’ – the General Workers’ Union, the
Confederation of Malta Trade Unions and the Forum Unions Maltin –
appreciates the space offered by the highest office of the land, and the interest
shown by its incumbent, in securing an environment for a free exchange of
ideas. The Forum is essentially a meeting place, a national institution whose
significance stands out in the relative absence of any other organisation
that manages to bring all local trade unions together. Veteran trade unionist
Anthony Busuttil, in a letter to the editor of a local newspaper, claimed that
he had never witnessed such a ‘special gathering’ in 70 years.
The specific functions of the Forum are spelt out in Article 4 of its founding
Charter – see appendix – as follows:
The National Forum of Trade Unions serves as a high-profile platform for the
promotion, dissemination of current and envisaged work-related themes and
topics. The National Forum of Trade Unions will champion deserving issues
and utilise the clout, good will and respect associated with both the Office of
the Head of State, as well as the expertise and knowledge base associated with
the Centre for Labour Studies at the country’s national university, in order to
solicit attention, promote interest, encourage support and/or foster awareness
and education in issues related to work and working life, as the need may be.
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Centre for Labour Studies | Biennial Report, 2013 - 2014
Within the Forum, the Centre for Labour Studies thus plays to its strengths,
providing the required academic and research expertise, and assisting in
the running and input of the Forum’s activities, advising on suitable expert
involvement. Staff and students of the CLS have already been involved in
FNTU activities. A timely seminar on the challenges of trade union recognition
was held in January 2015; and a second seminar on active ageing followed
in April 2015. Meanwhile, the CLS is analysing the results of the first national
sample survey on trade union perceptions, undertaken in association with the
National Statistics Office. These results will be disseminated and discussed
at another FNTU meeting, scheduled for October 2015.
The Office of the President, on the other hand, is deeply involved in the
logistics that go into the organisation of such events: confirming venues,
printing and sending invitations, offering refreshments. A nudge or a word
by Her Excellency also helps in order to secure the participation of key
spokespersons at Forum events; just as much as her desire to promote
national unity sees her following up on the momentum of Forum events to
encourage problem-solving developments. The most auspicious locations of
the Office of the President – including the Grandmaster’s Palace in Valletta
and Verdala Palace in Buskett, limits of Rabat – have been placed at the
Forum’s disposal. Could we have hoped for anything better?
3.1.5 And what is there to do?
It is still too early to say how, and in which directions, the Forum will evolve;
whether it will outlive the Coleiro Preca Presidency (now already one year
old); and whether it is generating any deeper, lingering responses amongst
its beneficiaries. Could it possibly lead (as some have expressed) to a Trade
Union Council? What we can surely say is that, at least for the next few
years, the Head of State has made it her commitment to advance solidarity
and unity amongst all factions and sections of Maltese society, trade unions
featuring prominently among these. Large and small trade unions get to sit
and participate together, without squabbling over representation.
Realistically, the launch of the Forum has not brought an end to inter-trade
union disputes; that would have been a remarkable achievement in itself.
So, for example, a few days after the signing of the FNTU Charter in July
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2014, trade unions continued with their threats and claims with respect to
union representation and the right to represent some interest groups for the
purpose of collective bargaining.
I am confident that the Forum is already creating some fertile ground for trade
union officials to mingle, converse and discuss freely and openly, possibly
developing a better appreciation of each other and their policy positions. As one
trade union commented after a Forum event, it proved to be a “healthy discussion
by all participants” and “was intended to stimulate thinking and provide feedback”.
The CLS feels quite privileged to have rediscovered this mandate of being
a catalyst for trade unions, and to be practising it responsibly. We see this
Forum development as a vote of confidence in the Centre’s work, and we
look forward to continuing to provide such a facility to Malta’s trade unions
and their members. The initiative also speaks to the University of Malta’s
desire to work more closely with the population that it serves.
Bibliography and Filmography
Appreciation – Ebba von Fersen Balzan
– by CLS Staff: http://www.timesofmalta.
com/articles/view/20080320/social/
appreciation-ebba-von-fersenbalzan.200927
Busuttil, Anthony. (2014, 9 May 2014,
p. 14). Forum nazzjonali tat-trejdunjins.
L-Orizzont.
Friedrich Ebert Foundation website –
www.fes.de (in German; some pages in
other languages, including English)
Times of Malta - President warns against
exploitation of elderly employees – 14
April 2015: http://www.timesofmalta.com/
articles/view/20150414/local/presidentwarns-against-exploitation-of-elderlyemployees.563971
TVM – Agħtu prijorità lil anzjani li jaħdmu
wara l-età ta’ l-irtirar – 14 April 2015: http://
www.tvm.com.mt/news/il-president-aghtuprijorita-lil-anzjani-li-jahdmu-wara-l-etatal-irtirar/
Malta Chamber of Pharmacists: http://
spizjara.org/2015/01/22/multiple-claimsfor-trade-union-recognition-fntu/
Unjon Ħaddiema Magħqudin website,
announcing launch of FNTU – 23
July 2014: https://www.youtube.
com/watch?feature=player_
embedded&v=0uOSUna8_Uw
Marie Louise Coleiro Preca – official
profile on Malta Government website:
https://www.gov.mt/en/Government/
Government%20of%20Malta/Presidents%20
of%20Malta/Pages/Marie-Louise-ColeiroPreca.aspx
Unions warn University to keep MAM out of
collective agreement talks – Malta Today,
28 July 2014: http://www.maltatoday.
com.mt/news/national/41707/unions_
warn_university_to_keep_mam_out_of_
collective_agreement_talks#.VS-X45MYM90
News Clip announcing the launch of the
National Forum of Trade Unions – One
News, 22 July 2014: https://www.youtube.
com/watch?v=D0FVJPWQRuE
Żminijietna appeals for a Trade Union
Council – 28 August 2014: http://www.
zminijietna.org/prs/2014/240814.html
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H.E. President of Malta Marie Louise Coleiro Preca speaking at a National Forum for Trade
Unions activity
Photos were taken by DOI - Jeremy Wonnacott
Dr Manwel Debono, CLS Director, signing the FNTU Charter
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Photo: DOI - Jeremy Wonnacott
Trade Union Officials with H.E. the President at the launch of the FNTU
CLS students at a FNTU activity
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Centre for Labour Studies | Biennial Report, 2013 - 2014
3.2 The Gender Pay Gap and its Causes
Anna Borg
This paper reviews some of the complex and varied reasons which contribute
towards the gender gap. Demand side and supply side theories seek to
explain the causes of the wage gap which currently stands at 16% across
the EU, but is much lower (6%) in Malta. Whilst noting these causes, since
men take a much lower share of unpaid work in the family, the wage gap
is unlikely to close. Hence, part of the solution lies in ensuring equality of
rights and equality of burdens between women and men even outside the
workplaces to address the pay gap.
The principle of equal pay for equal work is enshrined in Article 14 of the
Constitution of Malta. The Employment and Industrial Relations Act (2002)
further clarifies that there should be equal pay for work of equal value. In
principle, this means that men and women should be paid the same rates for
equal work, or, if their work is of equal value. Yet, in spite of clear legislation
at the national and at the European Union level, prohibiting wage differences
on the basis of gender, is this really happening?
In 2014, the average gender pay gap in Europe stood at 16%, which means
that women on average earned 84 cents for every 100 cents earned by
men. This rate varies across the EU with countries like Slovenia, Poland, Italy,
Luxembourg and Romania who have a gap of less than 10%, and others like
Hungary, Slovakia, Czech Republic, Germany, Austria and Estonia where the
gap is higher than 20% (Eurostat, 2015).
Malta scores rather badly in the Global Gender Gap Report in relation to
women’s economic participation. For example, in 2014 it was ranked in the
last quartile, having achieved the 114th place out of 142 countries (World
Economic Forum, 2014). Yet ironically, in Malta the gender pay gap at 6.1%
is much smaller than the EU average of 16% (European Commission, 2014).
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However, this small gap may be misleading because the gender pay gap is
not an indicator of the overall inequality between women and men in the
labour market, since it only concerns salaried personnel. When considering
that that female employment rate amounts to just 51.1% (LFS, 2015), this may
be indicative of why the gender wage gap is low in Malta. This is because
overall there are far more inactive, and hence non-salaried women (103,121),
when compared to those who are working (71,763) and for this large inactive
cohort of women the wage gap is markedly higher when compared to
men’s income. This is not always clear cut, but countries like Malta, Italy and
Croatia, which have relatively lower female employment rates, seem to enjoy
an aritificially lower wage gap than the average (Eurostat, 2015). In contrast
to this low gap, a study commissioned by the National Commission for the
Promotion of Equality (NCPE, 2006) which adopted a different methodology
to that used by the National Statistics Office (NSO), indicated that the wage
gap was much higher at 23%. Yet its existence was negated by almost all the
informants participating in this study regardless of their gender, occupation,
social class and level of education (NCPE, 2006). So what exactly is the wage
gap and what are its main causes?
The gender pay gap is defined as “the relative difference in the average gross
hourly earnings of women and men within the economy as a whole” (Eurostat,
2012). This indicator is ‘unadjusted’, which means that the noted difference
in the hourly pay rate has not been adjusted according to differences in
individual characteristics or other observable features which may explain
some of the earnings variation. In itself, this definition makes it evident that
the issue is not clear cut, nor is it easy to analyse or solve. This makes it clear
that we cannot go about trying to close the gender pay gap without first
understanding what are its main causes and why it still persists today. Hence,
in this paper I will discuss a number of factors that may shed more light on
the causes of the gender wage gap in Malta and beyond. Both demand-side
and supply-side factors are reviewed in order to try and explain some of the
underlying factors that may be leading to the gender pay gap in general.
3.2.1 Demand Side Factors and the Gender Pay Gap
When discussing demand side factors, I am referring to legal, organisational
and structural factors that may help us understand the phenomenon of the
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gender wage gap. For example, up until 1976 it was perfectly legal to have
differentiated wage scales for women and men in Malta, and women then got
only 75% of what men earned. Differentiated wage scales were not exclusive
to Malta and actually go back a long way back in time. For example in the
United States, women working in the manufacturing sector until the middle
of the 19th century, were only paid half of men’s wages (Vallas, 2012). Thus
historically we know that governments in many countries provided legal
protection to employers who discriminated against women. With time, wage
differentials between women and men seem to have become embedded
in the social culture and norms, possibly because it was assumed that men
need to be paid higher wages in order to maintain their families as the main
breadwinners, whilst women would simply supplement the family income.
Direct discrimination against women however, can only explain part of the wage
gap since legislation now-a-days makes it more difficult to discriminate in such
a blatant way. Yet, this does not mean that the sentiment of wage differentials
and a higher evaluation of men over women has been completely wiped out
and eradicated out of the social psyche. In fact women’s competences and
skills still tend to be undervalued. For example, through a longitudinal study
of occupations obtained through the U.S. census data ranging from 1950 to
2000, Levanon, England and Allison (2009) found substantial evidence that
jobs predominantly occupied by women tend to receive lower pay scales for
jobs requiring similar skills, qualifications and experiences when compared
to those done by men. They called this the Devaluation Theory. This may
also in part be noted in the gender segregated labour market where women
working in the science and engineering field which tend to be better paid are
still a minority when compared to the health, education and the public sector
which is largely dominated by women (Eurostat, 2015).
When considering demand side factors, it is essential to look at organisations
and organisational cultures in order to explore how these help sustain the
gender wage gap. For example, Acker (1990) makes it clear that organisations
are not gender neutral but typically build their organisational values (and
hence their reward and punishment systems) around masculine ideal worker
traits and norms. Whilst this may be assumed to be harmless, in reality this
puts women at a disadvantage since they must struggle harder to fit into the
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masculine template of the ideal worker who typically chooses the primacy
of paid work over all other aspects of life (Bailyn, Drago, & Kochan, 2001).
So by working in gendered organisations and adhering to masculine norms,
men tend to have a more linear and consistent work pattern through which
they garner more benefits across time, these in turn lead to higher earnings
and more perks over time.
After exploring some of the demand side factors that may be contributing
to the existence of the gender pay gap, it is also essential to look at supply
side or personal factors which may lead to it.
3.2.2 Supply Side Factors and the Gender Pay Gap
The gender pay gap is the lowest amongst young employees in almost all
EU countries (except Cyprus, Portugal and the UK) and the gap tends to
increase with age as a result of career interruptions women face, amongst
other things (Eurostat, 2015). The Human Capital Theory may address part
of the wage gap in that, generally speaking, men invest more time in their
careers than in the family and hence they incur fewer penalties that typically
afflict women, especially mothers who have to combine family with paid work
(Young & Wallace, 2009). Theorists like Hakim (2006) suggest that this is as a
personal choice or a ‘preference’. However, this raises doubts about whether
women’s choices are free from invisible gendered pressures that restrain us
all and which push us to conform to social expectations around gendered
norms and gendered expectations. In doing so, it is unlikely that women are
conscious of how their choices will affect their earnings across their life time.
A large chunk of the wage gap reflects the hurdles that women typically face
when having to combine work with family and care. For example, an Estonian
study found that, for each child a woman has, the earning power of the
mother is reduced by 3.6% (but the man’s earning potential is not affected)
(Eurofound, 2010). In Norway, having children explains up to 36% of the
gender pay gap (Eurofound, 2010). This suggests that the length of parental
leave has a definite impact on the wage gap. In Germany, the gender pay gap
rises to 14% for women who return to work from parental leave after three
years or more, but it is lower (6%) for mothers who return to work within the
first 12 months of having a child (Eurofound, 2010)
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3.2.3 Conclusion
This paper has argued that the reasons behind the gender pay gap are complex
and varied. The concept of differentiated wages between women and men
stem from laws that go a long way back. This means that discrimination
against women was institutionalised and it enabled employers to pay men
more for the simple reason that they were men and not women (Vallas, 2012).
Whilst noting that today it is more difficult to discriminate directly because of
the legislation in place that prohibits them from doing so, various arguments
highlight how structural barriers in gendered organisations help men gain a
higher status with better earnings when compared to women. Furthermore,
I have shown how women’s work is still devalued and categories typically
occupied by women tend to receive lower pay scales when compared to
those of men, even if these require similar skills, qualifications and experience
(Levanon, England, & Allison, 2009).
However, I have argued that a large proportion of the wage gap may be due
to gender choices within the family which often lead men to assume lower
shares in unpaid work thus allowing them a more consistent and linear career
trajectory that affords them higher rewards at work that include higher wages.
Until men are ‘allowed’ or continue to assume lower burdens in the home,
closing the wage gap will continue to be elusive.
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References
Acker, J. (1990). Hierarchies, jobs, bodies: A
theory of gendered organisations. Gender
and Society, (9), 154-158.
Bailyn, L., Drago R., & Kochan T. (2001).
Integrating work and family life: A holistic
approach. A report of the Sloan workfamily policy network. Retrieved from
http://web.mit.edu/workplacecenter/docs/
WorkFamily.pdf
Employment and Industrial
Relations Act. (2002). Retrieved
from http://www.justiceservices.
gov.mt/DownloadDocument.
aspx?app=lom&itemid=8918
Eurofound. (2010). Addressing the gender
pay gap: Government and social partner
actions. Retrieved from http://eurofound.
europa.eu/sites/default/files/ef_files/docs/
eiro/tn0912018s/tn0912018s.pdf
Eurostat. (2012). Retrieved from http://
ec.europa.eu/justice/gender-equality/
gender-pay-gap/situation-europe/index_
en.htm
European Commission. (2014). Tackling
the gender pay gap in the European
Union. Retrieved from http://ec.europa.eu/
justice/gender-equality/files/gender_pay_
gap/140319_gpg_en.pdf
Eurostat. (2015). Gender pay gap statistics.
Retrieved from http://ec.europa.eu/
eurostat/statistics-explained/index.php/
Gender_pay_gap_statistics
Hakim, C. (2006). Women, careers, and
work-life preferences. British Journal
of Guidance & Counselling, (34)3.
Retrieved from http://blog.lib.umn.edu/
puot0002/3004/Women,%20careers,%20
and%20work-life%20preferences.pdf
Levanon, A., England, P. & Allison, P.
(2009). Occupational feminisation and pay:
Assessing causal dynamics using 19502000 US census data. Social Forces, 88(2),
865-891.
LFS. (2015). Labour force survey. Q3/2014.
Retrieved from www.nso.gov.mt
NCPE. (2006). Gender pay review. Retrieved
from https://socialdialogue.gov.mt/en/
NCPE/Documents/Our_Publications_and_
Resources/Research/ESF_23/gender_pay_
review_report_2007.pdf
Vallas, S. (2012). Work: A critique. Boston:
Polity
Young, M. & Wallace J. (2009). Family
responsibilities, productivity, and earnings:
A study of gender differences among
Canadian lawyers. Journal of Family and
Economic Issues, (30), 305-319.
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Centre for Labour Studies | Biennial Report, 2013 - 2014
3.3 Activating Job-Seekers
through Start-up
Incentives
Manwel Debono
EU surveys indicate that the Maltese population is not particularly
entrepreneurial. The educational system has traditionally not focused much on
promoting entrepreneurship among students. Lack of funding and excessive
bureaucracy hinder budding entrepreneurs. In recent years, a number of
actions have been taken to improve the situation by reducing bureaucracy,
increasing the availability of training and financial and technical assistance,
promoting awareness campaigns and setting up incubation centres. The INT
scheme, one of the main ETC initiatives facilitating entrepreneurship among
job seekers, has only achieved a limited success. More thorough information
about the results of start-up incentives is required.
3.3.1 Entrepreneurial culture in Malta
The Maltese population is not particularly entrepreneurial. If they could
choose between different types of jobs, only 34% of Maltese persons would
prefer to be self-employed rather than employed by a company, when
compared to the EU average of 37% (European Commission, 2012). Besides,
fewer persons in Malta consider self-employment to be feasible for them
within the next five years than across the EU as a whole (20% and 30%
respectively) (European Commission, 2012). Such attitudes are reflected in
the ratio of persons whose main occupational status is self-employment, a
ratio which has over the years been consistently lower than the EU average.
During the last quarter of 2013, there were 23,226 self-employed persons in
Malta, of whom 68% were without employees (NSO, 2014). Around 13.1% of
the working population in Malta is self-employed, when compared to the EU28 average of around 14.5% (Eurostat). The large majority of self-employed
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Centre for Labour Studies | Biennial Report, 2013 - 2014
persons are males (with a ratio of nearly 6:1), and the gender difference
is wider when considering only self-employed persons with employees.
Around 16.1% of all male workers are self-employed when compared to a
much lower 6.5% among female workers. The ratio of self-employed when
compared to all workers shrunk by around 1.2 percentage points between
2003 and 2013. In line with the situation across Europe, self-employment in
Malta appears to have been negatively affected by the recession starting in
2008. However, whereas self-employment figures in the European Union in
2013 are still 2.3% lower than in 2007, the situation is considerably better in
Malta, as the number of persons in self-employment in 2013 is about 5.5%
higher than that in 2007 (Eurostat).
The educational system has not traditionally focused much on instilling
entrepreneurial skills and creativity among students. Persons in Malta are less
likely to have taken an entrepreneurship course than the EU average (15% and
23% respectively) (European Commission, 2013). Besides, “far more people
in Malta than in the EU in general (25% vs. 8%) feel that they lack the skills to
be self-employed” (European Commission, 2013, p.5). However, the situation
appears to be improving. Entrepreneurship, creativity and innovation form
important pillars in the new national minimum curriculum for compulsory
schooling. Related initiatives are being carried out more regularly. Examples of
these include the “Entrepreneurship through Education Scheme” (Ministry for
Finance, 2013a), and the launch of a handbook for teachers entitled “Fostering
Entrepreneurship through Education” (di-ve.com). Specialised courses have
been set up both at the Malta College of Arts Science and Technology (MCAST,
2014) and at the University of Malta (2014) The Employment and Training
Corporation (ETC) also offers an entrepreneurship course targeted toward
registering unemployed persons. Entrepreneurial training is becoming less
fragmented, with different education and training institutions collaborating
more together and with other important actors.
Among the main challenges that have been cited for self-employment in
Malta, one finds lack of funding and excessive bureaucracy. A survey carried
out in 2012 indicated that a third of entrepreneurs in Malta recalled that
the biggest challenge they faced when setting their business was access to
finance (National Commission for the Promotion of Equality, 2012). Having
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said that, Malta Enterprise provides an array of different incentives to help
entrepreneurs, including tax credits, loan guarantees and consultancy
services.
3.3.2 Start-up incentives as an active labour market measure
A number of actions have been taken to reduce the impact of bureaucracy
on budding entrepreneurs. A Small Business Act (2011) was enacted, though
it appears not to have been fully implemented by 2014 (PFK Malta, 2014).
The Office of Commissioner for Simplification and Reduction of Bureaucracy
was recently established with the task of recommending ways of tackling
excessive bureaucracy. Malta Enterprise set up “Business First”, a one-stopshop facility meant to help entrepreneurs deal with Government bureaucracy
and focus more on their operations. In 2014, the Malta Environment and
Planning Authority (MEPA) set up a Business Development Unit to serve
as a one-stop-shop in a bid to simplify the procedure for applying for a
development permit and reduce applicants’ expenses.
Incubation centres have also been set up in recent years. The Kordin Business
Incubation Centre was developed in order to attract and facilitate the growth
of innovative business ideas. More specialised incubation centres are also
being developed. For example, the University of Malta set up an incubation
centre called “Take Off”, through which aspiring entrepreneurs interested in
the technology of knowledge-based industries can have access to funds and
training. A Life Sciences Centre, currently being built, is meant to encourage
entrepreneurs “in biotechnology, clean technology, life science products
and diagnostic equipment/services, contract research organisations (CROs),
medical device manufacturers and specialised service providers” (Ministry for
Finance, 2013b, p.120).
The above measures tended to focus more on the general support and
development of SMEs, rather than serving as start-up incentives for the
unemployed or the inactive. The latter initiatives have mainly stemmed
from the ETC. Several schemes that were offered by the ETC over the years
promoted both employment and self-employment. For example, the Training
Subsidy Scheme, which made use of EU funds, supported training for both
self-employed persons and individuals employed in micro enterprises (ETC,
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Centre for Labour Studies | Biennial Report, 2013 - 2014
2012). As part of another EU funded programme called “NISTA”, publicity
campaigns have been carried out to promote both employment and
entrepreneurship among women.
Some ETC initiatives focused more exclusively on facilitating entrepreneurship.
Apart from its specialised training programmes mentioned earlier, in 2007,
the ETC published an entrepreneurship manual for its clients. In 20072008, the ETC carried out an EU funded programme called “Promoting
Entrepreneurship among Women” whose main aim was to help women set up
their own business through training, mentoring, and an awareness campaign
(ETC, 2007b). In 2008, the ETC tapped the European Globalisation Adjustment
Fund to help persons who suffered from collective redundancies carried out
in the manufacturing sector. The initiative included “entrepreneurial start-up
grants for those who were interested in starting their own business... (to cover
initial expenses such as permits, licenses, marketing and basic equipment)”
(ETC, 2008, p.38). The ETC has also promoted youth entrepreneurship
through training, mentoring and grants.
The ETC efforts have also been complemented by Government fiscal
incentives that were announced from time to time, such as tax credits for
women returning to employment and self-employment after a period of
absence from the labour market.
3.3.3 Start your own business (Ibda Negozju Tiegħek, INT)
This section briefly discusses a main start-up scheme for unemployed
persons in Malta, entitled “Start your own Business”. This scheme, which has
been offered by the ETC for over 10 years, targets persons of all ages who
want to start their own business. It consists of “a package of counselling,
entrepreneurship training, mentoring and financial assistance” (Ministry
of Finance, the Economy and Investment, 2012, p. 155). Participants are
encouraged to draw up and present a detailed plan about their proposed
business idea. A financial grant of up to €5,000 is awarded to participants
who attend at least 80% of the training modules, have their business plans
approved and have all official documents and permits in order. Over the
years, the scheme was complemented by other services meant to increase its
success rate. A childcare subsidy is offered to participants who need to leave
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Centre for Labour Studies | Biennial Report, 2013 - 2014
their children at childcare centres while attending the scheme. Besides, ETC
offers a transport subsidy to participants who live in the smaller island of Gozo.
Participants include both men and women, registering and non-registering
unemployed, young and older persons, and persons with varying levels of
education including graduates (Barbara, 2003). By accepting the grant, the
scheme’s unemployed participants agree to forfeit their unemployment
benefits for a number of months if their business fails. 227 persons started
the INT scheme between 2005 and 2012 (ETC, 2006, 2007b, 2009a, 2009b,
2010, 2012, 2013). In recent years, the number of participants who were
awarded the enterprise grant was rather low. Indeed, only about a fourth
of participants between 2010 and 2012 managed to get the financial grant.
Throughout the years, the scheme spawned a wide variety of businesses such
as “diving schools, artworks and retailing, importation and sale of collectible
and antique firearms, electrical handyperson services, and holiday letting”
(Ministry of Finance, the Economy and Investment, 2008, p.18).
The INT scheme appears to have become more successful when the ETC
integrated the drafting of the business plan within (rather than after the
completion of) the training part of the scheme and when professional mentors
started to be recruited from Malta Enterprise. This indicates the need to plan
a scheme’s structure very carefully and focus attention on the more difficult
aspects of the planning stage, namely the planning of the financial feasibility
of the business. Besides, experience demonstrates the importance of having
good mentors with direct hands-on experience of business.
The scheme has surely increased awareness about entrepreneurship among
unemployed persons. However, its objective of serving as a one stop
entrepreneurship programme for the unemployed has only achieved a limited
success. The scheme would perhaps benefit from a stricter selection of
participants in favour of the more skilled and motivated unemployed persons.
3.3.4 Conclusion
A number of start-up incentives meant as active labour market measures
have been organised over the years by the ETC. The ETC collaborates with
relevant social actors such as Malta Enterprise and MCAST in the organisation
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Centre for Labour Studies | Biennial Report, 2013 - 2014
of its schemes. Malta Enterprise plays a major role in offering consultancy
and mentoring services, while MCAST offers specialised training. Start-up
incentives have formed part of the country’s labour market policy since
the early 2000s, but the amount of resources allocated and the number
of participants they involved indicate that they played a minor role in
subsequent governments’ active labour market policies. For example, an
average of just six participants were awarded the enterprise grant as part of
the INT scheme every year between 2010 and 2012 (ETC, 2011, 2012, 2013),
while fifteen participants completed the full training programme “Promoting
Entrepreneurship among Women” in 2007 (ETC, 2007b). Start-up schemes in
Malta are used much more prominently as a means of business development
rather than as part of active labour market policy.
Scant information about the results of start-up incentives exists. Such evidence
mainly consists of the number of course participants and completers, at
times divided according to gender and age. Longitudinal research about the
success or otherwise of the new business ventures is unavailable. Besides,
no evidence about deadweight, displacement or substitution effects of
start-up incentives in Malta exists. While complementary measures such as
subsidised childcare, free transport, TV campaigns and so on may play a role
in attracting participants to such schemes, their real impact and value for
money is unknown. More thorough information would assist in the evaluation
and development of start-up incentives.
References
Barbara, A., Start your own business, Times
of Malta, Sunday June 1, (2003). Retrieved
from http://www.timesofmalta.com/
articles/view/20030601/business/startyour-own-business.148946
Di-ve, Entrepreneurship handbook for
teachers, (2013). Retrieved from http://
www.di-ve.com/news/entrepreneurshiphandbook-teachers
Employment and Training Corporation,
Annual report 2005-2006. Retrieved
from http://etc.gov.mt/Resources/file/
Resources/Annual%20Report%2020052006.pdf
Employment and Training Corporation,
Annual report 2006-2007, (2007a).
Retrieved from http://etc.gov.mt/
Resources/file/Resources/Annual%20
Report%202006-2007.pdf
Employment and Training Corporation,
Annual report 2007-2008, (2009a).
Retrieved from http://etc.gov.mt/
Resources/file/Resources/Annual%20
Report%202007-2008.pdf
Employment and Training Corporation,
Annual report 2009, (2009b). Retrieved
from http://etc.gov.mt/Resources/file/
Resources/Annual%20Report%202009.pdf
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Centre for Labour Studies | Biennial Report, 2013 - 2014
Employment and Training Corporation,
Annual report 2010, (2010). Retrieved
from http://etc.gov.mt/Resources/file/
Resources/Annual%20Report-2010.pdf
Employment and Training Corporation,
Annual report 2011, (2012). Retrieved
from http://ws.eures.com.mt/
AnnualReport2011/files/etc_annual_
report_2011_pdf.pdf
Employment and Training Corporation,
Annual report 2012, (2013). Retrieved
from http://etc.gov.mt/Resources/file/
Resources/Annual_Report_2012.pdf
Employment and Training Corporation,
Entrepreneurship manual – Don’t just
start a business… start a successful one!,
(2007b). Retrieved from http://etc.gov.
mt/Resources/file/Resources/2007%20
-%20Entrepreneurship%20Manual%20
-%20Don%27t%20just%20start%20
a%20business___%20Start%20a%20
successful%20one!%20EN.pdf
European Commission, Flash
Eurobarometer 354 – Entrepreneurship.
Country report: Malta, (2012). Retrieved
from http://ec.europa.eu/enterprise/
policies/sme/facts-figures-analysis/
eurobarometer/
Eurostat. Retrieved from http://epp.
eurostat.ec.europa.eu/portal/page/portal/
eurostat/home/
Malta College of Arts, Science and
Technology, MCAST and Malta Enterprise
collaborate to provide students with
access to entrepreneurial world, (2014).
Retrieved from http://www.mcast.
edu.mt/mainmenu/newsandevents/
announcements/news/tabid/334/id/1036/
mcast-and-malta-enterprise-collaborateto-provide-students-with-access-toentrepreneurial-world.aspx
Ministry for Finance, Entrepreneurship
through education scheme, (2013a).
Retrieved from: http://mfin.gov.mt/en/
home/entrepreneurship-2013/Pages/
default.aspx
30
Ministry for Finance, Malta’s National
Reform Programme under the Europe 2020
Strategy, (2013b). Retrieved from http://
mfin.gov.mt/en/home/popular_topics/
Documents/National%20Reform%20
Programme/2013/National%20Reform%20
Programme%202013.pdf
Ministry of Finance, the Economy and
Investment, Malta National Reform
Programme 2008-2010. Progress report
2008, (2008). Retrieved from ec.europa.eu/
social/BlobServlet?docId=6171&langId=en
Ministry of Finance, the Economy and
Investment, Malta’s National Reform
Programme under the Europe 2020
Strategy, (2012). Retrieved from ec.europa.
eu/europe2020/pdf/nd/nrp2012_malta_
en.pdf
National Commission for the Promotion of
Equality, Unlocking the female potential,
(2012). Retrieved from https://secure3.
gov.mt/socialpolicy/admin/contentlibrary/
Uploads/MediaFile/research_report.pdf
National Statistics Office, Labour force
survey Q4/2013, (2014). Retrieved from
http://www.nso.gov.mt/statdoc/document_
file.aspx?id=3980
PFK Malta, Small Business Act – SME –
whispering its faults, (2014). Retrieved from
http://www.pkfmalta.com/news/smallbusiness-act-sme-whispering-its-faults/
Small Business Act, 2011. Retrieved from
http://www.justiceservices.gov.mt/
University of Malta, Master Degree in
Knowledge-Based Entrepreneurship, (2014).
Retrieved from http://www.um.edu.mt/cebi/
courses2
A longer version of this article was
submitted to the European Employment
Policy Observatory: http://ec.europa.eu/
social/main.jsp?catId=1086&langId=en
Centre for Labour Studies | Biennial Report, 2013 - 2014
3.4 Health and Safety in Malta
– A snapshot as informed
by the Long Essays of the
Diploma in Social Studies
(Occupational Health
and Safety)
Luke Fiorini
The article presents a snapshot of some of the long essay findings which were
carried out in part-fulfilment of the Centre for Labour Studies’ undergraduate
Diploma in Social Studies (Occupational Health and Safety). Despite their
academic limitations, the presented findings provide an insight into the
present health and safety situation within a number of sectors including:
construction; manufacture; aviation; administrative and office work; and
health care. In so doing, they provide direction for policy development and
further research.
As part of the undergraduate Diploma in Social Studies (Occupational Health
and Safety), students are required to complete a long essay on a topic which
is both relevant to occupational health and safety (OHS) and of interest to
them. These long essays, whilst primarily an academic exercise, shine a
light on the state of occupational health and safety in diverse sectors and
industries. The following article highlights the findings of a number of these
long essays and thus informs the reader of the state of OHS in a number of
sectors including, but not limited to: construction; manufacturing; aviation;
administrative and office work; and healthcare. Studies were chosen on the
basis of their quality (and thus their grades) as well as their level of relevance.
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Centre for Labour Studies | Biennial Report, 2013 - 2014
3.4.1 Ergonomics, Manual Handling and Musculoskeletal Disorders
Abdilla and Schiavone (2014) conducted a qualitative study by means of
18 interviews to explore the occupational hazards experienced by airline
cabin crew, with a particular focus on ergonomics. The researchers found
that, whilst cabin crew were provided with induction courses, health and
safety issues were not directly addressed. Organisationally, cabin crew
also expressed the need for risk assessment to be conducted, updated
policy regarding stress and the ability to fly to be made available, and more
importance to be given to safety oriented checks of catering equipment.
Environmental concerns were also highlighted and included: the cold
environment where cabin crew’s seats were positioned on the aeroplane;
cabin air quality; cosmic radiation exposure; and hygiene practices. Health
related factors included a request for vaccinations offered by the company;
provision of suitable footwear and oven gloves. Finally concerns also related
to manual handling were outlined, including: the weight of bar trolleys;
handling of persons with reduced mobility; and the amount and weight of
hand luggage allowed on board the aircraft.
Delia and Fiorini (2014) analysed the factors that influenced the health,
in particular musculoskeletal health, of 55 computer workers within an
office environment. With regards to environmental factors, 66% of workers
complained about the offices’ noise levels, 43% of these complaining that the
office was too quiet, whilst 45% of workers felt that the office temperature
had a negative effect on them, this despite standards being met. In terms
of participant workstations, the office chair was found to have the greatest
negative influence on workers (81%): in particular, back pain was found to
be more prevalent in those workers utilising chairs that did not provide any
lumbar support. The study also found that repetitive clicking of a mouse was
linked to finger discomfort, whilst long term usage of a laptop was associated
with neck discomfort. Those workers who reported taking short breaks or
conducted other activities away from the computer, including exercise,
reported suffering from less musculoskeletal symptoms.
One hundred quantitative structured interviews were conducted by Grima and
Attard (2014) to study the prevalent postures adopted by fishermen during
their normal working day that contributed to lower back pain. The study found
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Centre for Labour Studies | Biennial Report, 2013 - 2014
that awkward positions, restricted space, a continuously moving platform,
the marine environment, fatigue, sleep deprivation, long-duration fishing
trips, heavy manual handling, and commercial pressures were all common
occurrences for fishermen and had the potential to contribute to the aetiology
of musculoskeletal problems. In fact, 96% of fishermen were found to have
experienced back pain in the last six months. The authors concluded that
control measures should be implemented, including: shortening the length
of fishing trips; extending sleeping breaks; the introduction of mechanisation
to reduce manual handling; encouraging job rotation; workstations should be
improved; fish boxes should not be overloaded; training on manual handling
procedures should be introduced; and personal protective equipment should
be used where necessary.
The awareness of 100 computer workers from various organisations
regarding work related upper extremity (WRUE) disorders were evaluated by
Montebello and Fiorini (2014). Findings suggested that a substantial number of
respondents (81%) had experienced WRUE symptoms, whilst their awareness
of both this topic and ergonomics was low. Training on OHS and ergonomics
was found to be lacking, whilst most respondents were unhappy with some
ergonomic elements of their computer set-up, including: the suitability of
their chair; their overall sitting posture; the position of their forearm; the
position of their keyboard; and glare on their computer screen.
Muscat and Goggi (2014) conducted a cross-sectional study employing
quantitative research methods to explore the prevalence of musculoskeletal
disorders and the moving and handling techniques employed by nurses
working within a geriatric setting. Seventy six questionnaires were collected
and the researchers found that, whilst manual handling equipment was
available, few respondents made use of it. Rather antiquated manual handling
techniques were employed. The prevalence of musculoskeletal pain and
disorders was found to be high: 87% of female participants and 64% of male
participants reporting lower back pain, followed by neck, shoulder, lower
limbs, upper back and upper limb disorders.
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3.4.2 Noise Pollution
Making use of an online survey, Armani and Fiorini (2014) aimed to identify
where individuals are exposed to hazardous noise, and thus identify the
prevalence and causes of Noise Induced Hearing Loss (NIHL). Two hundred
and fifty responses were gathered from university students, with results
suggesting that hazardous noise levels are not limited to the workplace but
are also present during leisure activities. Twenty five percent of the studied
sample reported being exposed to excessive noise levels at work, whilst
80% of the sample reported experiencing some hearing related problems
at some point during their lives – the most common symptom was tinnitus
(ringing in ears – 58%). The most common location where symptoms were
experienced was whilst attending a discothèque, club or concert. Results
also indicated that, whilst individuals may be aware of the hazards involved,
they still do not take precautionary steps to protect their hearing. Younger
individuals were also found to be more prone to hazardous exposure than
older generations.
Borg and Callus (2014) conducted an occupational noise study of Malta’s
primary power station with the intent of determining the level of exposure
of the organisation’s employees. Noise monitoring was conducted at 28
different locations over a 24 hour period of time; 13 of these monitored
stations were outdoor areas, whereas 15 were indoors. Noise temporal graphs
for the monitored areas were analysed to identify the different sources of
noise for each case. Additionally, the minimum, maximum and average values
of each station were determined. Finally, a noise map was drawn allowing
for the visualisation of the distribution of noise across the entire area. The
authors reported that employees who worked in the plant for an entire shift
were most exposed to noise pollution; these were followed by those that
worked both in an office environment and the plant. Unsurprisingly, plant
machinery including turbines and boilers, diesel engines and compressors
were identified by workers as the most frequent source of noise pollution.
Temporal data revealed that the area between the boilers and the fuel oil
treatment area had the highest outdoor mean noise value. Noise levels were
found to be higher indoors with mean temporal scores highest inside the
diesel engine enclosure, within the new centrifuge room, and within the
area of the condensers.
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Pulis and Vella (2014) studied the perception of noise pollution by aviation
workers whilst also exploring their health and safety awareness. Via a
cross-sectional quantitative study, the researchers found that of the 134
participating labourers, 27% reported a hearing impairment. Of these, 72%
had been working in the industry for more than 10 years. The authors also
established that these workers needed to be more aware of health and
safety matters. It was thus concluded that management needed to do more
to: enforce supervision; review risk assessments and procedures; provide
more information and training to employees; and ensure that employees
undertake health surveillance.
3.4.3 Pulmonary Health
Fuel station attendants are exposed to volatile fuel compounds and roadway
motor vehicle exhaust. In view of this and by means of spirometry, Borg
and Rosso (2014) conducted a comparative study to explore whether 30
fuel station attendants manifested a deterioration in lung function when
compared to a control group of 30 full-time workers also working outdoors.
All participants were males and half of each group were smokers. Results
demonstrated a significant decrease in lung function in the fuel station
attendant group when compared to the control group. A further significant
drop in lung function was discovered between attendants who smoked and
those who did not.
Quantitative questionnaires, spirometry and dust monitoring testing was
conducted within two powder producing food manufacturing sites to
investigate if any health effects due to dust exposure were present (Borg
& Apap, 2014). Findings demonstrated that, while respiratory health effects
and eye symptoms were not considered an issue amongst the population
under study, nasal symptoms and skin symptoms were both attributed to
dust exposure. Dust monitor results varied between the tested areas as did
reported symptoms; the majority of spirometry results however were found
to be normal.
3.4.4 General Health and Safety
Having conducted interviews with 70 fuel station owners, Borg Pisha and
Farrugia (2014) found that there is a low level of awareness among certain
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employers in the fuel service sector on a number of OHS matters. The
authors found that such employers could be divided into three categories,
depending on their commitment to OHS matters. These included: (1) those
employers who already have a risk assessment, OHS policy and other basic
OHS measures in place; (2) employers who give the impression that they
are in conformity with OHS legislation but in actual fact are far off from
achieving compliance; and (3) employers who were doing little to comply.
The findings highlighted that only 11% confirmed that they had conducted
a risk assessment, whilst 65% did not have a first aider, a designated person
for fire-fighting, or a designated person competent in OHS matters. All
respondents however had first aid materials and 96% had relevant health
and safety signs.
Galea and La Ferla (2014) studied hazards as perceived by 22 motorcyclists of
the Malta Police Force. The study found that the majority had been involved
in accidents at some point during their riding duties. Officers preferred to ride
as a team rather than individually, 38% reported insufficient rest at the start of
their morning shifts, whilst verbal insults, physical assaults and animal attacks
were also issues. Concerns were raised regarding equipment including:
inadequate protection from road pollution; police riding helmets were
perceived to require improving; whilst all respondents highlighted the need
for a waterproof jacket with shoulder, back and elbow protectors, protective
gloves and motorcycle boots with shin, ankle, heal and toe protectors. Many
respondents also lacked waterproof trousers made of special protective
materials. The authors also noted that many of the respondents also lacked
training on topics such as fire fighting and first aid.
By means of face-to-face interviews and questionnaires, Micallef and
Sammut (2014) set out to evaluate the health and safety compliance by
third party contractors in petroleum installations in Malta. Unexpectedly,
it was established that the engagement of third party contractors was not
common in Malta. Additionally, the authors found that the complexity of
organisational control measures varied between organisations, with the
relationship being linked to the frequency of engagement of the third party
contractor services. It was concluded that incident statistics as being kept by
the Maltese petroleum organisations concerning third party contractors were
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incomplete, leaving room for improvement. The researchers also noted that
attempts were made to establish a general level of legal compliance by the
contracting clients and the third party contractors themselves. The results
however were not entirely positive.
Pace and Micallef (2014) focused on the use of personal protective equipment
(PPE) within the Maltese construction industry. Ninety questionnaires were
distributed to labourers, stonemasons, tile layers, plasterers, heavy machine
operators and electricians, finding that PPE usage was high, as was worker
awareness about the utility of PPE in preventing injury and ill health. The
researchers however also found that the respondents possessed poor
knowledge of the legal regulations regulating PPE, whilst the major reasons
attributed with non-compliance were that PPE limited workers’ movement,
had a poor fit, and caused heat stress.
Knowledge of evacuation and emergency response in a residential home
for the elderly was studied by Spiteri and Azzopardi Lane (2014). The study
concluded that, from the 98 questionnaires collected, employees both
lacked training and knowledge on how to respond in such an eventuality.
The negative finding was attributed to the high turnover of employees and
the impact of the cost of training on the employer.
Treeby and Ebejer (2014) analysed the link between construction workers’
attitude towards health and safety versus (a) their age; and (b) their fears. Eighty
workers were interviewed with authors finding a clear relationship between age
and attitude, with workers aged over 55 years exhibiting a far more careless
attitude compared with other age groups. No link however was discovered
between fear and attitude. The authors also noted that not all construction
workers were receiving health and safety training equally and uniformly.
The dangers faced by 33 National Statistics Office (NSO) survey interviewers
when conducting fieldwork, as well as how they coped with such perilous
situations, was analysed by Vella Haber and Baldacchino (2014). Via this
cross-sectional study, which utilised both quantitative and qualitative research
methods, it was reported that the hazards interviewers encountered most
commonly were: emotional distress in response to participants’ disclosures;
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accidents due to travel by personal transport; and personal injury or attack
by pets. It was however noted that the level of exposure to these situations
was relatively low. The majority of participants felt that little could be done
to prevent such situations from occurring; however, a few suggested that
preparatory training would be of benefit.
3.4.5 Biologic and Chemical Safety
Camilleri and Fiorini (2014) assessed the incidence of reported needle stick
injury (NSI) in the Gozo General Hospital. From a sample of 100 hospital
workers, it was found that 18% had experienced such an injury. Unsurprisingly,
nurses were found to experience NSI most frequently (60%) followed by
nursing aids (20%) and physicians (16.7%). This finding however was secondary
to the greater number of nurses in the sample: in fact, half of the participating
doctors and half of the participating nurses had each experienced NSI. Most
NSI’s were found to occur midway through one’s shift. Findings suggested
that some NSI’s may be going unreported, in particular when respondents
viewed the patient as not falling within a high risk group. The researchers
discovered NSI training was not being held regularly enough, in particular for
workers other than nurses, whilst NSI policy was not easily obtainable. Most
of the devices used were also found to be lacking safety features which help
prevent NSI; it was thus recommended that these are introduced.
Utilising the World Health Organisation (WHO) Alcohol Use Disorders
Identification Test (AUDIT-C), Ciappara and Massa (2014) evaluated the
consumption of alcohol in 183 members of the police force. Ninety two
percent of officers reported that they consume at least one alcoholic drink
within a range of: “once a month or less”, or up to “four or more times a
week”. In fact, 37% reported that they drink once a month or less, whilst 34%
stated that they consume alcohol twice to four times a month. 15% reported
drinking alcohol twice to three times a week, whilst 6.1% reported that they
consume alcohol four or more times a week. The authors concluded that,
when compared to the NSO lifestyle survey (2007), police officers were
consuming alcohol at a rate of 36% above the general population. It was thus
concluded that alcohol consumption within the police force must be targeted
via a number of interventions including: education; health promotion; stress
management; and an inter-department alcohol use policy.
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Zerafa, Conti, and La Ferla (2014) analysed the level of awareness of 52
nail technicians with respect to their exposure to chemicals and airborne
particles. The authors found that only 7% knew what a risk assessment was,
and none had completed one. Low awareness was reported of dangerous
chemicals found in nail products, whilst a substantial number of technicians
reported suffering from nasal symptoms (52%). Limited use of effective
personal protective equipment was highlighted, whilst mixed results were
obtained for the availability of first aid kits and fire extinguishers. The authors
found that older generation nail technicians were more apprehensive about
occupational health issues. Whilst the work of nail technicians can be done
safely if safe systems of work are adopted, it was found that the ventilation
system adopted by most salons was insufficient to reduce contaminants.
3.4.6 Psychosocial Factors
Vella Haber, Borg and Debono (2014) conducted a quantitative crosssectional study with 118 participants in order to investigate psychological
harassment among public sector workers in Malta. The author concluded
that 25% of respondents considered themselves to have regularly been
victims of psychological harassment in the six months that preceded the
survey. Few respondents however viewed this as regular bullying, with only
2% of workers viewing this as such. The authors thus concluded that, despite
being exposed to negative acts, many were hesitant to label themselves as
being bullied. Bullies were found to be predominantly male, older than the
victim, and occupying a higher social position than the victim.
3.4.7 The Role of Trade Unions in Health and Safety
A mixed method study was conducted by Micallef and Rizzo (2014)
to investigate the perception of workers regarding the role of Maltese
trade unions in health and safety. One hundred and twelve quantitative
questionnaires were collected from unionised workers and supplemented
by two qualitative interviews conducted with trade union representatives,
and one interview with employer representatives. The authors found that
workers are more likely to seek their employer’s assistance and involvement
when health and safety matters arise: unions were not seen as an entity to
turn to regarding OHS matters. Trade unions cited a lack of resources to
involve themselves fully in OHS matters whilst also noting a lack of interest
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from workers themselves. The employers’ representative on the other hand
noted that trade unions were more likely to demonstrate their militancy
to enhance their image, rather than tackle OHS matters. The authors thus
concluded that OHS matters are peripheral to both union officials and to
the workers themselves.
3.4.8 Conclusion
Whilst the rates of recorded occupational injuries as compiled by the NSO
are generally dropping, the highlighted long essays demonstrate that further
progress still needs to be made in most sectors and industries in Malta. The
article only presents a snap shot of each long essay, with each containing
further findings and interpretations. Findings however must be interpreted
with a degree of caution as they originate from unpublished long essays
which due to their academic level may have a number of shortcomings
and limitations. Despite this, many of their results are both interesting and
relevant, particularly in a country which produces limited relevant scientific
research in this field.
References
Abdilla, I., & Schiavone, J. (2014). Airline
crew’s perspective of occupational health
and safety: A qualitative study (Unpublished
diploma long essay). University of Malta
Armani, O., & Fiorini, L. (2014). Hazardous
noise exposure: Is it an occupational or
social risk? (Unpublished diploma long
essay). University of Malta.
Borg, M., & Rosso, M. (2014). Lung function
in fuel station attendants: A comparative
study (Unpublished diploma long essay).
University of Malta.
Borg, J., & Callus, J. (2014). Noise mapping
at the Delimara power station – Employees
and mitigation measures (Unpublished
diploma long essay). University of Malta.
Borg, M., & Apap, G. (2014). The health
effects of dust exposure in a powder
producing food manufacturing industry
(Unpublished diploma long essay).
University of Malta.
40
Borg Pisha, M., & Farrugia, S. (2014).
Evaluation of the health and safety hazards
associated with local fuel pump attendants.
(Unpublished diploma long essay). University
of Malta.
Camilleri, J., & Fiorini, L. (2014). Contributing
factors in percutaneous injuries amongst
the healthcare workers of the Gozo general
hospital (Unpublished diploma long essay).
University of Malta.
Ciappara, N., & Massa, M. (2014). The
prevalence of alcohol use and misuse
by members of the Malta police force
(Unpublished diploma long essay). University
of Malta.
Delia, J., & Fiorini, L. (2014). Ergonomics at
work: An analysis of the office environment
in drafting and design (Unpublished diploma
long essay). University of Malta.
Galea, M., & La Ferla, F. (2014). Perceived
hazards among motorcyclists of the Malta
police force (Unpublished diploma long
essay). University of Malta.
Centre for Labour Studies | Biennial Report, 2013 - 2014
Grima, P., & Attard, D. (2014). A review of the
prevalent postures adopted by fishermen
and their relation to musculoskeletal
pain (Unpublished diploma long essay).
University of Malta.
Pulis, I. & Vella, L. (2014). Perception of noise
pollution and occupational health and safety
awareness in aircraft ground handling staff
(Unpublished diploma long
essay). University of Malta.
Micallef, M. & Rizzo, S. (2014). The
perception of workers of the role of
Maltese trade unions in health and
safety (Unpublished diploma long essay).
University of Malta.
Spiteri, P. & Azzopardi Lane, C.L. (2014).
Knowledge of evacuation and emergency
response in a residential home for the elderly
(Unpublished diploma long essay). University
of Malta .
Micallef, J. & Sammut, J. (2014). An
evaluation of health and safety compliance
by third party contractors in petroleum
installations in Malta (Unpublished diploma
long essay). University of Malta.
Treeby, S. & Ebejer, D. (2014). Health and
safety attitude among construction site
workers. Age as a contributing factor
(Unpublished diploma long essay). University
of Malta.
Montebello, D. & Fiorini, L. (2014).
Awareness of computer workers towards
work related upper extremity symptoms
(Unpublished diploma long essay).
University of Malta.
Zerafa, C., Conti, P. & La Ferla, F. (2014).
Nail technician awareness of the exposure
to chemicals and airborne particles in nail
salons in Malta (Unpublished diploma long
essay). University of Malta.
Muscat, T. & Goggi, D. (2014).
Musculoskeletal pain and disorders related
to moving and handling of patients
amongst nurses working in a geriatric
setting (Unpublished diploma long essay).
University of Malta.
Vella Haber, M., Borg, A. & Debono, M.
(2014). A study of psychological harassment
among public sector workers in Malta
(Unpublished diploma long essay). University
of Malta.
Pace, C. & Micallef, C. (2014). A review of
the reasons of non-compliance to personal
protective equipment regulations within the
construction industry (Unpublished diploma
long essay). University of Malta.
Vella Haber, N. & Baldacchino, G. (2014).
Health and safety issues faced by survey
interviewers at the National Statistics Office
(Unpublished diploma long essay). University
of Malta.
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Centre for Labour Studies | Biennial Report, 2013 - 2014
3.5 Fault Lines in Bridges
to Europe
Saviour Rizzo
The shift to a European model of industrial and employment relations during
the first ten years of EU membership continued to gather momentum.
Through the updating of the Maltese labour law in order to conform to the
EU Directives, the Maltese industrial and employment scenario moved closer
to the ideals of the European social model. Nevertheless, in the transposition
of the EU Directives into Maltese law, little heed was given to the substantive
features. Moreover the policy of abolishing all existent practices of workers’
participation tends to diverge from the European social model. These are
some of the visible fault lines in the bridges which have been built towards
a more Europeanised system of employment and industrial relations.
One of the legacies of the 164 years of British rule in Malta has been an AngloSaxon system of industrial and employment relations based on voluntary
bipartisan collective bargaining at enterprise level. Like their counterparts in
Britain, the main point of reference for Maltese trade unions at the workplace
is the shop steward, who acts as the representative of the trade union at the
enterprise. Statutory institutions at workplace level representing the interest
of the workers, which are visible features in the European model on industrial
relations, have been notably absent. Thus the consensual ethic, which tends
to be well ingrained in the European model as a result of the existence of this
institutional framework of workers’ participation, has been lacking in Maltese
industrial relations. Another notable feature of Maltese industrial relations
is the lack of collective bargaining at sectoral level. Collective negotiations
generally take place at enterprise level on a single employer basis.
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This attachment to the British model can be traced to the origins of Maltese
trade unions back in the 19th century. The birth of the General Workers’
Union (GWU), still Malta’s largest trade union which has been one of the
dominant actors in local industrial relations since its registration in 1943,
owes its origin to expatriates and other workers at the naval dockyard who
were imbued with the militancy of their counterparts in Britain. In May 1946,
its members, numbering 29,660 out of a national trade union membership
figure of 33,309, were organised in three sections namely: Army, Air Force,
Admiralty (Baldacchino, 2009). The GWU, set up on the model of its British
counterpart, developed an affinity with the British unions, especially with the
affiliates of the Trade Union Council (TUC). The larger trade unions in Malta,
have been set up, inspired and run along similar lines.
3.5.1 A Shift to the European Model
Yet, in spite of the legacy of this British model and its persistent features,
attempts have been made to shift the Maltese industrial relations system
to the European model. Tripartite social dialogue at national level was
institutionalised in 1990 through the setting up of the Malta Council for
Economic Development (MCED). In 2001, this institution was given a
legal status by the enactment of the Malta Council for Economic and
Social Development (MCESD) Act (Chapter 431 of the Laws of Malta). The
institutionalisation of this social partnership mechanism and its subsequent
codification at law contributed to relatively more harmonious industrial
relations (Zammit, 2003). Although the integrative and collaborative spirit
upon which this social partnership was designed may not have always
prevailed, there has never been any subversive plot to abort this partnership.
Successive Maltese Governments have sought to incorporate trade unions
into the formulation of national labour, economic and social policy, rather
than trying to marginalise them (Rizzo, 2003).
This tripartite social dialogue was conducive to the enactment of the
Employment and Industrial Relations Act (EIRA) which came into force in
December 2002. The enactment of this Act, which became possible following
protracted discussions among the social partners at national level, brought
in its wake a modicum of consensual ethic rarely seen in the field of Maltese
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industrial relations. Whether this development, becoming so visible 16 months
prior to Malta’s EU accession in May 2004, was by default or design is a moot
point. This Act, which came into force following prolonged discussions
among the social partners, overhauled the practices of local industrial and
employment relations. Indeed a review of developments in Maltese industrial
and employment relations during the ten years of Malta’s EU membership
(2004-2014) has to be viewed within the context of the provisions of EIRA
and the amendments which followed suit.
This Act amalgamated the two previous legislative pillars of labour law
namely: the Conditions of Employment Regulations Act (CERA 1952) and
the Industrial Relations Act (IRA 1976). The innovations introduced in this Act
were made to overhaul the features which had become defunct in the two
previous laws (cited above), to recognise new ways of organising work and
at the same time bring Maltese labour law in alignment with the EU Labour
Directives (Baldacchino, 2003).
In 2002, in preparation for EU Accession, prior to the enactment of EIRA,
Legal Notices were drafted and approved by Parliament. These Legal Notices
sought to harmonise national legislation with the policy of the European
Union’s acquis communautaire as well as to adopt the basic features of the
EU’s revised Social Chapter. They included regulations related to Parental
Leave Entitlement, Guarantee Fund, Part-Time Employees, Posting of
Workers in Malta, Contracts of Service for a Fixed Term, Information to
Employees, Collective Redundancies and Transfer of Business (Protection
of Employment). After the coming into force of EIRA, additional regulations
were drafted to transpose EU Labour Directives. Practically all the EU Labour
Directives were transposed within the time frame set by the EU Commission.
And yet, while these Directives were often transposed verbatim into
regulations, little notice may have been paid to their substantive features.
In the Maltese regulations transposing the directive establishing a general
framework on Information and Consultation, the method of calculation for
the 50 employee requirement (Article 3 (1) of the Directive) is not specified.
These regulations also fail to specificy the timing of consultation, except what
is mentioned in Article 4.3 and 4.4 of the Directive. Even in the transposition
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of the Directive of European Work Councils (EWCs) there are no additional
information and consultation requirements other than those found in the
Directive.
Due to this apparent lack of effort by the Maltese legislators to go beyond the
minimum requirements of most of these Directives, there are a number of
shortcomings in the Maltese regulations. A case in point concerns the Maltese
regulations transposing the directive relating to collective redundancies.
The exclusion of workers on a fixed term contract is not clear. There are no
provisions for those circumstances when negotiations and consultations lead
to a stalemate. The participation of experts in the negotiations is not defined.
As regards collective redundancies, Maltese legislators opted to transpose
Article 4.4 of the directive which states that, in those cases where collective
redundancy is the result of a judicial decision, the regulations shall not apply.
The regulations stop there, without any detailed provisions for due process
accompanying the liquidation of firms.
There has not been any case law relating to the implementation of the
regulations that transposed EU labour directives such as would provide
evidence about their proper implementation or lack thereof. Anecdotal
evidence, gleaned from trade union officials, suggests that the impact of
these directives on Maltese labour and employment relations was neither
substantial nor negligible. The introduction of information and consultation
rights in Maltese law via the directives may not have had a strong appeal to
the trade unions, which, having secured a bargaining power base at enterprise
level, had already established such practices. It is on the issues of relocation
and closures that they seem to be very sensitive to the timing of information
and manner of consultation.
The implementation of the regulations relating to information and
consultation would be more effective among the non-unionised work force
(comprising around half the labour force) and even more so the workforce
not covered by any collective agreement (comprising around one third of
the workforce). Union officials maintain that enforcement agencies should
focus their attention on those undertakings with a non-unionised workforce
since in those undertakings where trade unions are recognised these can
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deal adequately with the issues addressed in the directive. There seems to
be no evidence of a monitoring exercise on the implementation of these
regulations in such more vulnerable sectors.
The directive most exposed to the test of implementation during these
ten years has been the one relating to collective redundancies. There was
one instance where the trade union representing the workers protested
about the non-compliance of the transposed regulations with the relevant
directive. This case was the closure of Interprint; a state-owned enterprise
whose core operations consisted of printing and binding books for both the
international and local market. The Secretary of the GWU section representing
the employees in this firm complained that he was not informed in writing
about this closure as stipulated in the law, claiming that the announcement
was instead made in the media through a press release by the Department
of Information (The Malta Independent, 2005, p.3 and L-Orizzont, 2005, p.2).
The government immediately retorted that it was going to abide by the law.
Eventually discussions were held between the union and government officials.
Thus, the awareness of the provisions of the Legal Notice relating to collective
redundancies must have brought about an improvement to the workers’ plight
with regard to their rights in the process of the termination of their employment.
In a number of cases, consultations resulted in a reduction of dismissed workers
and in mitigating the consequences of such dismissals. Also for cases of takeover bids, it was the EU Directive (2004/25/EC) that introduced a statutory
framework in Malta dealing with this eventuality. Take-over legislation in Malta
had been practically non-existent before the transposition of this directive which
binds the board of directors of the offeree company to communicate with the
representatives of its employees or, where there are no such representatives,
the employees themselves (MFSA Listing Rules Chapter18 Clause 30).
Subsidiary Legislation 452.85 on Transfer of Business (Protection of
Employment) Regulations gives more or less the same rights of consultation
to the workers’ representative in case of transfer of business. The employees
are provided with a higher level of security in the sense that these regulations
state that the transfer of undertaking shall not in itself constitute sufficient
ground for dismissal of employees who have been affected by this transfer.
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This provision was tested by a court case dealing with the decision of a
company engaged in the importation and servicing of vehicles. This company
sub-contracted its cleaning operations to a company which, upon taking
over these operations, dismissed a cleaner by declaring her to be redundant.
The Court of Appeal (Appeal 32/2007 Maria Norma Abela vs Peter Holding
Company) ruled that this dismissal was illegal since sub-contracting could
be defined as a transfer of undertaking. The Court ordered the cleaning
company to reinstate the said employee subject to the same conditions
she enjoyed when employed with the former company before the transfer
(www.gvthlaw.com).
What however is striking about the transposition of these EU Directives is
the fact that they failed to generate any national debate. In the context of
the protracted discussions among the social partners that preceded the
enactment of EIRA, this lack of debate sounds rather paradoxical. The only
directive that generated a national debate was the Working Time Directive.
Malta - along with the United Kingdom - is one of the few member states
that have taken the option of not applying Article 6 of the Working Time
Directive concerning aspects of working time which specify a maximum
average working week (including overtime) of 48 hours. The Maltese social
partners vehemently expressed their disagreement with the initiative taken
by the European Parliament in May 2005 to repeal the “opt-out” clause. On
this issue the social partners presented a common front.
The discussion that the transposition of this directive generated may be due
to the fact that it deals with a substantive rather than a procedural issue.
Maltese trade unions do not tend to show the same level of concern about
the procedural issues of industrial relations as they do about the substantive
ones. Being work-based in structure and traditionally more dedicated to
collective bargaining, they are wary of the procedural practices invoked by
the EU directives especially those prescribing institutional forms of workplace
representation, fearing that these may be used to bypass the trade union. They
are still attached to the practice of appointing a shop steward to act as their
representative at the workplace. This is a typical case of the persistence of
the British model of industrial relations where the unions tend to exert their
power at enterprise rather than at sectoral level. They tend to be suspicious
of any move that may tinker with this practice.
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3.5.2 Form and Substance
In the institutionalisation of workplace representation through EU directives,
the larger Maltese trade unions see the threat that they may pose to their
cherished autonomy and interference in their bargaining role. Indeed, during
these years of EU membership, we have witnessed the abolition of the post
of worker director in all the state-owned or run enterprises. All the vestiges of
workers’ participation have been eliminated in Malta during the past decade.
In these issues with one exception, the voice of the unions was notable by
its absence. The exception was the abolition of the post of worker director
at the Bank of Valletta in December 2008. In this case, the General Workers’
Union (GWU) made a token resistance to government. Through articles in its
newspapers and the protest of the Secretary of its Professional, Finance and
Services Section, it expressed its disapproval and urged government to revise
its decision. The other trade union involved in the industrial relations of the
bank, the Malta Union of Bank Employees (MUBE), gave its tacit approval as
the GWU had also done in January 2007 to the directors of Maltacom (now
GO) to abolish the post of the worker director. The post of worker director
has hardly ever enthused the Maltese trade unions. EU membership does
not seem to have caused any change in attitude. As affiliates of the European
Trade Union Confederation (ETUC) which unequivocally espouses and
promotes the principles and practices of workers’ participation, one would
have expected the Maltese trade unions to be vocal in their protests rather
than tacitly accepting these measures.
Another employment policy being activated at present at EU level and to which
there has been no response from Malta is financial participation of employees
through profit sharing and/or share ownership schemes. Apart from being an
element of the European social model, financial participation of employees
fits with principles of corporate governance based on the notion of creating a
balance between the disparate interests of shareholders and stakeholders rather
than simply on benevolent work towards the community. Being seen as part of
the emerging reform of post-industrial society and untrammelled by socialist
ideology, financial participation of employees appeals to the political spectrum
at the centre where most of the European parties, including the Maltese political
parties, now converge. Yet, so far, it has escaped the radar of the Maltese trade
union movement as well as that of the Maltese political parties.
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3.5.3 Conclusion
In conclusion, it might be said that during these ten years of EU membership,
Maltese employment and industrial relations did not remain untouched. EU
membership contributed to improved statutory provisions for workers’ rights
and employee representation in non-unionised workplaces. What however
emerges from the debate in this essay is that the bridges that have been built
to approximate the European model still include some notable fault lines.
References
Baldacchino, G. (2009). Fresh snapshots at
Malta’s evolving labour market. In Centre for
Labour Studies Biennial Report 2007-2008.
University of Malta. pp. 23-27.
Baldacchino, G. (2003). Malta’s new labour
law at a glance. In G. Baldacchino, S. Rizzo,
& E.L. Zammit (Eds.). Evolving Industrial
Relations in Malta. Malta: Agenda. pp. 212219.
‘L-Orrizont’. L-Għeluq tal-Kumpanija
Interprint: Il-Gvern ikompli Jikser il-Ligi
Industrijali’ 3 ta’ Gunju 2003. p.2
The Malta Independent ‘GWU, Government
Exchanges on Interprint Closure’ 3rd June
2003. p.3.
Zammit, E.L. (2003). The social partners,
dialogue and industrial relations in Malta.
In G. Baldacchino, S. Rizzo, & E.L. Zammit
(Eds.). Evolving Industrial Relations in Malta.
Malta: Agenda, pp.65-128.
Web Sites:
Malta Financial Service Authority (MFSA):
Take Over Bid. Chapter 18 of Listing Rules.
www.mfsa.com.mt
www.justice.gov.mt Legislation & Legal
Notices. Chapter 452
www.gvthlaw.com/article/transfer-ofundertakings
Rizzo, S. (2003). Flashpoints in local
industrial relations in the 1990’s. In G.
Baldacchino, S. Rizzo, & E.L. Zammit (Eds.).
Evolving Industrial Relations in Malta. Malta:
Agenda. pp.28-64
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4. Organisation and Staff
Dr Manwel Debono
4.1 Centre for Labour Studies Board
(as at December 2014)
Chairperson
(as Rector’s delegate)
Professor Godfrey Baldacchino
Vice-Chairperson Dr Anna Borg (Director, Centre for Labour Studies)
Members
Appointed by Council
Mr Reno Calleja
Appointed by Senate
Professor Peter Mayo
Representatives of the Academic Staff
Dr Manwel Debono
Mr Luke Fiorini
Representatives of the Students
Ms Loranne Avsar
Appointed by the Faculty of Economics,
Management and Accountancy
Mr Peter J. Baldacchino
Appointed by the Confederation of Malta Trade
Unions (of whom one is by the Union Ħaddiema
Magħqudin)
Mr William Portelli
Mr Josef Vella
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Appointed by the Forum Unions Maltin
Mr Kevin Bonello
Appointed by the General Workers’ Union
Mr Josef Bugeja
Mr Victor Carachi
Appointed by the Malta Employers’ Association
Mr Joe Farrugia
Appointed by the Ministry responsible for Labour
Relations
Dr Noel Vella
Secretary to the Board
Ms Jessica Cilia Custò
Honourary Members Mr Anthony Busuttil
Professor Gerard Kester
Dr Francis La Ferla
Mr Saviour Rizzo
Professor Edward L. Zammit
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4.2 Centre for Labour Studies Staff
4.2.1 Full-time Lecturing Staff with the Centre for Labour Studies
Dr Anna Borg Ph.D.(MDX), M.Sc.(Manchester Met.), Dip.
Soc.St.(Melit.) joined the Centre’s academic staff in 2008
and became the Director of the Centre in October 2014.
She coordinates the Diploma in Social Studies (Gender
and Development) and the Bachelor in Work and Human
Resources (Cohort 2012-2017). She lectures in the area
of equality and diversity in the labour market, gender
and tourism, qualitative research methods and other
HR-related topics.
Dr Manwel Debono Ph.D., M.Sc.(Hull)., B.Psy.(Hons).,
C.Psychol joined the Centre in 2003 and served as
Director of the Centre between 2009 and 2014. An
organisational psychologist by profession, Dr Debono
coordinates the Postgraduate Diploma in Lifelong Career
Guidance and Development. He currently coordinates the
Bachelor in Work and Human Resources Cohort 20102015. Dr Debono lectures in organisational psychology,
human resource management and career guidance, and
oversees the Centre’s research projects.
Mr Luke Fiorini M.Sc. (Derby), P.G.Dip., B.Sc (Hons),
S.R.P. joined the Centre’s academic staff in 2012. He
coordinates the Diploma in Social Studies (Occupational
Health and Safety) and currently coordinates the Bachelor
in Work and Human Resources Cohort 2014-2019. Mr
Fiorini lectures in areas related to occupational health
and safety, work performance and ergonomics. He has
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been involved in a number of the Centre’s projects and
is currently reading for a PhD with the Univeristy of
Nottingham, UK.
Part-time Lecturing Staff with the Centre for Labour Studies
Prof Godfrey Baldacchino Ph.D. (Warwick), B.A.(Gen.),
P.G.C.E (Malta), M.A. (The Hague) is a Professor of
Sociology at the University of Malta and the Chair of
the Board of the Centre (as Rector’s Delegate) since
2010. He spent ten years (2003-2013) as Canada
Research Chair (Island Studies) at the University of Prince
Edward Island, Canada. He lectures in Globalisation,
Work and Development; Employee Involvement and
Participation; Organisational Design; Work Design and
Job Classification.
Part-time Research Staff with the Centre for Labour Studies
Mr Saviour Rizzo M.Ed. (Melit)., B.A.(Gen.) has been
associated with the Centre since its establishment in 1981.
He served as the Director of the Centre between 2003
and 2009. He lectures in Sociology of Work, Education
and the Labour Market; and Gender and Sociology. He is
also a part-time research support officer with the Centre.
Ms Christine Scerri MSc (Leicester), B.Psy (Hons), CeFA,
joined the Centre for Labour Studies in 2006 as a
graduate trainee. In 2011, she started working as a parttime research support officer. She coordinates and is
the national correspondent of the European Industrial
Relations Observatory.
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Centre for Labour Studies | Biennial Report, 2013 - 2014
Mr Charles Tabone P.G.C.E., B. Psy (Hons) works as a PSD
teacher in the public sector. He has contributed to the
Centre’s research projects since 2005 and is currently a
part-time research associate with the Centre.
The following persons serve/ served as visiting lecturers for the following
academic programmes:
• Bachelor in Work and Human Resources (Honours)
Dr Leonie Baldacchino, Dr Karen Cacciattolo, Dr Charlotte Camilleri, Mr
Clyde Caruana, Ms Jacqueline Fenech, Ms Christine Garzia, Ms Rebecca
Gatt, Ms Maria Victoria Gauci, Dr Cory Greenland, Ms Paulanne Mamo,
Mr David Parnis, Mr Joe Vella Bonnici, Dr Valerie Visanich, Prof Edward
Zammit.
• Diploma in Social Studies (Occupational Health and Safety)
Mr John Agius, Mr Joseph C. Agius, Dr David Attard, Mr John Attard
Kingswell, Mr Raymond Barbara, Mr Lawrence Cachia, Mr Reno Camilleri,
Mr Louis Coleiro, Mr Joseph Cremona, Mr Gaston DeGiovanni, Mr Silvio
Farrugia, Ms Michelle Galea, Dr Julian Mamo, Ms Maryanne Massa, Mr
Charles Micallef, Mr David Saliba, Mr Joseph Saliba, Mr John Schembri,
Mr Joe Schiavone, Dr Louise Spiteri, Ing Ray Spiteri, Dr Antoine Vella, Mr
Louis Vella, Ing John Zammit.
• Diploma in Social Studies (Gender and Development)
Dr Rose Marie Azzopardi, Ms Alison Bezzina, Dr Brenda Murphy, Dr
Marceline Naudi, Prof Godfrey Pirotta, Dr Maria Pisani, Dr Suzanne
Piscopo.
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Research Contributors
Apart from the full-time and part-time staff of the Centre, the following persons
contributed to the Centre’s research projects between 2013 and 2014:
Ms Antonella Agius, Dr Charlotte Camilleri, Mr Clyde Caruana, Ms Christine
Garzia, Mr Louis Grech, Mr Vincent Marmara, Ms Jeanine Vassallo.
4.2.2 Administrative Staff
Ms Jessica Cilia Custò P.G.C.E. (Melit.), B.Psy (Hons) (Melit.),
MBPsS has been employed at the University of Malta since
2014. She works as a Graduate Trainee and is the Officer
in Charge of the Centre. Ms Cilia Custò handles the
Administrative work related to the Bachelor in Work and
Human Resources Cohorts 2014-2019 and 2010-2015.
Ms Josephine Agius has been employed at the University
of Malta since 1995 and joined the Centre’s staff in January
2000. She works as an Executive Officer and is in charge of
the Diploma in Social Studies (Gender and Development),
Diploma in Social Studies (Occupational Health and Safety)
Cohort 2012-2014 and the Bachelor in Work and Human
Resources Cohort 2010-2015.
Ms Stephanie Muscat has been employed at the University
of Malta since 1995. She worked for almost nine years
at the Mediterranean Academy of Diplomatic Studies.
She stopped from work for six years on parental leave
and then joined the Centre for Labour Studies in March
2011. Ms Muscat works as an Executive Officer and is in
charge of the administrative work related to the Bachelor
in Work and Human Resources Cohort 2012-2017. She is
currently reading for a Diploma in Social Studies (Gender
and Development) at the University of Malta.
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5. Academic Programmes
5.1 Bachelor in Work and Human
Resources (Honours)
Course Coordinator: Dr Manwel Debono (Cohort 2010 – 2015)
Dr Anna Borg (Cohort 2012 – 2017)
Mr Luke Fiorini (Cohort 2014 – 2019)
Course Objectives
As organisations strive to adapt to the ever increasing challenges of
globalisation, the need for skilled and qualified human resource professionals
increases. This Course, offered in collaboration with the Faculty of
Economics, Management and Accountancy, aims to fill a gap in this much
needed area of specialisation. The curriculum provides students with sound
underpinning knowledge and the necessary skills that will enable them to
work professionally in settings related to human resources.
Course Programme
Year1
CLS1101 Introduction to Social Sciences
CLS1107 Sociology of Work
ECN1200 Introductory Economics for Work and HR
CLS1102 Equality at the Place of Work
CLS1103 Employment Law in the Maltese and European Contexts
CLS1108 Occupational Psychology
Year 2
CLS1109 Industrial Relations
CLS1110 Labour Economics
CLS1206 Research Methods and Design
CLS1104 Organisational Communication
CLS1105 Introduction to Occupational Health and Safety
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CLS1106 The Evolving Labour Market
MGT1944 Human Resource Management
Year 3
ACC2941 Elements of Financial Management
CLS2100 Globalisation, Work and Development
CLS2101 The Recruitment Process
CLS2102 Group Behaviour
CLS2103 Performance Management
ECN2213 Economic Growth and Development
CLS2104 Social Policy and the Labour Market
CLS2105 Education and the Labour Market
CLS2106 Motivation and Compensation
CLS2107 Collective Bargaining
Year 4
CLS2108 Training and Development
CLS2109 Work-Life Issues
CLS2111 Career Choice and Development
IOT2301 Ideas and Entrepreneurship
PPL3091 Public Management
CLS3101 Applied Quantitative Research Techniques (elective)
CLS3102 Applied Qualitative Research Techniques (elective)
CLS3103 Topics in Occupational Health and Safety
CLS3104 Employee Involvement and Participation
CLS3105 Organisational Design
Year 5
CLS3106 Personality at Work
CLS3107 Corporate Culture and Change
CLS3108 Work Design and Job Classification
MGT3207 Applied Topics in Work and HR
CLS3109 Managing Abuse at the Workplace
CLS3110 Workplace Design and Ergonomics
CLS3111 Dissertation
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Intake Bachelor in Work & HR (Cohort 2010-2015)
Agius Donna, Alakkad Massimo, Aquilina Joanne, Attard Tania, Avsar Loranne,
Azzopardi Joseph, Borg Angela-Jo, Borg Zammit Doreen, Briffa Manuel,
Brincat Herbert, Brincat Peplow Dulcie, Bugeja Josef, Buttigieg Michael,
Cachia Enzo, Camilleri Franky, Camilleri Shirley, Cardona Doreen, Cauchi
Charlot, Ciantar Dorianne, Dingli Scicluna Madion, Falzon Karl, Fenech
Eveline, Galea Marlies, Grech Antoine, Grech Elizabeth, Muscat David, Muscat
Ryan, Scerri Gayle, Scerri Godfrey, Schembri Alexia Sue, Scicluna Francelle,
Sciriha Ivan, Sultana Kennaugh Victoria, Vella Stella, Zahra Emanuel.
Intake Bachelor in Work & HR (Cohort 2012-2017)
Apap Lisa, Attard Tara, Camilleri Marie Jacqueline, Camilleri Tessabelle, Farrugia
Gabriella, Fenech Rowena, Mamo Josette, Micallef Mandy, Mifsud Caroline,
Muscat Michelle, Rizzo Raisa, Vella Maria Francesca, Zammit Maruska.
Joined Third Year in October 20141
Abela Franklin, Brincat Franklyn, Pace Frendo Lizianne, Spiteri Natalino Andrew.
Intake Bachelor in Work & HR (Cohort 2014 – 2019)
Ameen Zara, Attard Joanna, Attard Montalto Luke, Azzopardi Krista, Azzopardi
Maria, Azzopardi Maria Gaetana, Baldacchino Kirsten Fae, Baldacchino Mary,
Bezzina Yanika, Bonnici Clinton Edwin, Borg Deborah Ann, Borg Kirsten,
Briffa Romina, Calamatta Gabriella, Calleja Bettina, Calleja Shirley Angie,
Camilleri Ruth, Camilleri Steven Terence, Cardona Marie Therese, Catania
Silvio, Cutajar Alfred, Cutajar Rebecca, Darmanin Sara, De Giorgio Michelle,
Debattista Gilbert Anthony, Debono Angie, Gatt Claire, Gatt Jason Joseph,
Genovese Nadine, Grech Rita, Lia Marco, Mamo Janice Kay, Micallef Trigona
Stephanie, Mifsud Carmelina, Mifsud Kirsten, Mizzi Antoinette, Pisani Frankie,
Pisani Scalpello Daniela, Piscopo Rutzen Dorothy, Powney Arthur, Prato Carlo,
Sansone Alessia, Schembri Odette, Scicluna Leslie, Spiteri Roselyn, Tabone
Alan, Tabone Clayton, Tirchett Antonella, Vassallo Alexia, Vella Azzopardi
Elena, Vella Danica Ann, Vella Philip and Walker Nadia.
1 According to the Bachelor in Work and HR byelaws, applicants in possession of a Diploma
in Work and HR or a Diploma in Social Studies (Industrial Relations) can enter the Bachelor
in Work and Human Resources (Hons) during its third year.
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Graduated in 2014 with a Diploma in Work and Human Resources
Chetcuti Gianella (Cohort 2012-2014) and Vella Christian (Cohort 20102012).
Bachelor in Work and Human Resources Students Cohort 2015-2019
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5.2 Diploma in Social Studies –
Gender and Development
Course Coordinator
Dr Anna Borg
Course Objectives
The course is intended as an introductory overview on gender issues and
how these impact on the individual within social, cultural, economic and
political contexts. Its objectives are:
• to sensitise participants to the importance of gender as a transversal
theme in appreciating social, cultural, economic and political behaviour
• to facilitate the effective participation of men and women in decisions
which invariably affect their lives
• to empower women and men to request, develop and maintain gender
friendly and gender sensitive polices in the home, at work and in society.
Course Programme
Year1
CLS1202
CLS1203
CLS1208
CLS1204
CLS1205
CLS1206
Gender and Sociology
Gender and Economics
Introduction to Gender Studies and Public Speaking
Gender and Psychology
Gender and Political Science
Research Methods and Design
Year2
CLS1211 Gender and Social Policy
CLS1215 Gender and Development
CLS1223 Gender Law and Crime
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CLS1225
CLS1224
CLS1226
CLS1222
Gender and the World of Work
Gender and Culture
Gender and Health: Local and Global Perspectives
Long Essay
Intake Diploma in Social Studies – Gender and Development
(Cohort 2014-2016)
Baldacchino Mary N, Bezzina Maria Theresa, Borg Julienne, Calleja Portelli
Sandy, Cassar Julie, Catania Claudia, Cilia Michelle, Compagno Elaine,
Debono Judith, Del Bene Agius Sharon, Galea Helenio, Mifsud Carmelina,
Muscat Stephanie, Pace Simone, Scicluna Charmaine, Valentino Angela,
Xiberras Fleur Marie, Xuereb Ingrid, Zammit Carmen, Zammit Margaret.
Graduated Diploma in Social Studies – Gender and Development
(Cohort 2011-2013)
Cachia Delia Caroline, Camilleri Imelda, Camilleri Inez, Catania Moira, Chircop
Claire, Farrugia Alexandra, Farrugia Rita, Formosa Danica, Galea Nikita, Gatt
Antoniella, Gatt Maria Theresa, Grima Annalise, Grixti Theresa, Mallia Beatrix,
Portelli Anthony, Schembri Pauline, Spiteri Brigette, Spiteri Carmel, Weaver
Rosaline, Zammit Antida.
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List of Long Essays for the Diploma in Social Studies – Gender and
Development (Cohort 2011-2013)
Student
Title of Long Essay
Cachia Delia Caroline
The Price for a Desired Feminine Image
Camilleri Imelda
Exploring the Work-Life Challenge through the Eyes of Fathers
Camilleri Inez
The Importance of Work for Female Survivors of Domestic
Violence
Catania Moira
Tattoos in Men and Women: A Qualitative Study
Chircop Claire
Understanding the Link between Masculinity and Crime
Farrugia Alexandra
The Experiences of Mothers whose Partners Work Abroad
Farrugia Rita
Some Mothers Do, Other Mothers Don’t. The Issue of Choice
and Breastfeeding
Formosa Danica
Working Mothers in Malta and How Childcare Centres may
Impact on their Decisions about their Work
Galea Nikita
Female Architects: Coping in a Masculine Environment
Gatt Antoniella
Stay-at-home Dads: The New Moms?
Gatt Maria Theresa
Gender Role Identity of Maltese Students in Gender Stereotyped
University Courses
Grima Annalise
Gender Roles: How do University Students Perceive their Future
Work-life Issues?
Grixti Theresa
The Effect of Caring Work with Children in Care on Female Care
Workers’ Life
Mallia Beatrix
Attitudes and Perceptions of Health Care Workers Towards
Female Genital Cutting
Portelli Anthony
From Bye-laws to a Constitution: Gender Equality in Law
Schembri Pauline
Glass Ceiling in the Culinary Profession
Spiteri Brigette
A Career Woman’s Role as a Parent
Spiteri Carmel
Football Enthusiasm versus Gender Stereotyping: Potential
Resistance to Female Footballers in Malta
Weaver Rosaline
Women in Leadership Positions within the Media Industry
Zammit Antida
Desperate Housewives or Happy Mums?
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Diploma in Social Studies (Gender and Development) Students Cohort 2014-2016
Opening Ceremony for the Diploma in Social Studies (Gender and Development) Students
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5.3Diploma in Social Studies –
Occupational Health and Safety
Course Coordinator
Mr Luke Fiorini
Course Objectives
The course objectives are:
• To introduce the concepts and skills involved in the promotion and
effective pursuit of health and safety at work
• To develop the basic investigative and analytic competences necessary
so that workplace hazards can be recognised, evaluated and minimised
• To inculcate the principle of risk reduction of workplace hazards and
practices
• To identify and appreciate the psycho-social features of workers and
working environments which have a bearing on the nature and incidence
of occupational hazards and diseases.
Course Programme
Year1
CLS1301
CLS1302
CLS1303
CLS1304
CLS1306
CLS1310
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Introduction and Physical Sciences
People, Work and Industrial Relations
Business Management and Occupational Psychology
Epidemiology, Statistics and Research Methods
Occupational Safety Principles
The Legal Framework
Centre for Labour Studies | Biennial Report, 2013 - 2014
Year2
CLS1305 Elements of Toxicology and Management of First Aid
CLS1307 Occupational Hygiene and Occupational Health
CLS1309 Environmental Health Management: Policy, Legislation and
Supervisory Skills
CLS1308 Health Promotion at Work and Ergonomics
CLS1311 Risk Management and Fire Safety
CLS1313 Synoptic Study-Unit
CLS1312 Long Essay
Graduated (Cohort 2012-2014)
Abdilla Ivan, Armani Osward, Borg Joseph, Borg Manwel, Borg Moana, Borg
Pisa Mira, Cachia Philip, Camilleri Joseph, Ciappara Norbert, Delia James,
Dimech Adrian, Galea Matthew, Godano Roberto, Grima Paul, Hili Gordon,
Micallef Jeffrey, Micallef Jesmond, Micallef Mario, Montebello Donald,
Muscat Terence, Pace Charles, Pulis Ivan, Scerri Diacono Anatole, Scerri
Kenneth Paul, Spiteri Paul, Treeby Steven, Vella Haber Miguel, Vella Haber
Nicola, Zerafa Claire.
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Certificate in Social Studies (Occupational Health and Safety)
Awarded in 2013
Cristiano Roberto
List of Long Essays for the Diploma in Social Studies –
Occupational Health and Safety (Cohort 2012-2014)
Student
Title of Long Essay
Abdilla Ivan
Airline Crew’s Perspective of Occupational Health and Safety: A
Qualitative Study
Armani Osward
Hazardous Noise Exposure: Is it an Occupational or Social Risk?
Borg Joseph
Noise Mapping at the Delimara Power Station: Employees and
Mitigation Measures
Borg Manwel
Lung Function in Fuel Station Attendants: A Comparative Study
Borg Moana
The Health Effects of Dust Exposure in a Powder Producing Food
Manufacturing Industry
Borg Pisha Mira
Evaluation of the Health and Safety Hazards associated with Local
Fuel Pump Attendants
Cachia Philip
Psychosocial Factors in Travel Agencies
Camilleri Joseph
Contributing Factors in Precutaneous Injuries amongst the
Healthcare Workers of the Gozo General Hospital
Ciappara Norbert
The Prevalence of Alcohol Use and Misuse by Members of the
Malta Police Force
Delia James
Ergonomics at Work: An Analysis of the Office Environment in
Drafting and Design
Dimech Adrian
Risk and Hazards in the Stone Crushing Plant
Galea Matthew
Perceived Hazards among Motorcyclists of the Malta Police Force
Godano Robert
The Relationship between Shift Work and Well-being
Grima Paul
A Review of the Prevalent Postures Adopted by Fishermen and
their Relationship to Musculoskeletal Pain
Hili Gordon
A Study on Visual Discomfort among Workers Performing Tedious
Visual Tasks
Micallef Jeffrey
An Evaluation of Health and Safety Compliance by Third Party
Contractors in Petroleum Installations in Malta
Micallef Jesmond
An Analysis of the Implementation of Occupational Health and
Safety Measures in the Maltese Police Force
Micallef Mario
The Perception of Workers of the Role of Maltese Trade Unions in
Health and Safety
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Montebello Donald
Awareness of Computer Workers towards work-related Upper
Extremity Symptoms
Muscat Terence
Musculoskeletal Pain and Disorders related to Moving and
Handling of Patients amongst Nurses Working in a Geriatric Setting
Pace Charles
A Review of the Reasons of Non-Compliance to Personal
Protective Equipment Regulations within the Construction Industry
Pulis Ivan
Perception of Noise Pollution and Occupational Health and Safety
Awareness in Aircraft Ground Handling Staff
Scerri Diacono
Anatole
Airline Shift Work: Coping with the Human Biological Clock whilst
Managing Shift Work
Scerri Kenneth Paul
The Relation between Work Factors, Psychological Ill-Health and
Organisational Commitment in an Engineering Workshop
Spiteri Paul
Knowledge of Evacuation and Emergency Response in a
Residential Home for the Elderly
Treeby Steven
Health and Safety Attitude amongst Construction Site Workers –
Age as a Contributing Factor
Vella Haber Miguel
A Study of Psychological Harassment among Public Sector
Workers in Malta
Vella Haber Nicola
Health and Safety Issues Faced by Survey Interviewers at the
National Statistics Office
Zerafa Claire
Nail Technicians Awareness of the Exposure to Chemicals and
Airborne Particles in Nail Salons in Malta
Diploma in Social Studies (Occupational Health and Safety) Students Cohort 2012-2014
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5.4Post-Graduate Diploma in Lifelong
Career Guidance and Development
Course Coordinator
Dr Manwel Debono
Course Objectives
Employment is becoming more flexible and careers less predictable. The
problem of unemployment is a national priority debated at the highest levels
of our society. At the same time, there has been an expansion of education
with a particular focus on lifelong learning. People are thus seeking increasing
amounts of career-related assistance throughout their whole lives. The
Postgraduate Diploma in Lifelong Career Guidance and Development, offered
jointly by the Centre for Labour Studies and the Faculty of Education, seeks
to enhance professional career guidance services in Malta. The course is
designed for applicants in possession of a graduate level of education who
wish to work at a professional level in the career guidance field.
Course Programme
Year1
CLS5101 Sociology of Work
PSY5701 Helping Skills for Career Guidance Practitioners
EDS5602 Guidance Theories, Models and Strategies
CLS5102 The Labour Market
EDS5601 Research Methods
CLS5104 Career Guidance Tools
CLS5105 Dealing with Particular Groups (elective)
CLS5108 Issues relating to specific sectors (elective)
CLS5103 Placement in Career Guidance Settings *
* This unit starts in Year 1 and continues in Year 2
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Year2
CLS5103 Placement in Career Guidance Settings *
EDS5603 Professional Development
EDS5604 Career Guidance Management (elective)
EDS5606 Career Management and Lifelong Learning (elective)
CLS5106 Labour Law and Economics (elective)
PSY4701 Group Skills (elective)
EDS5605 Career Information Systems (elective)
CLS5107 The Workplace (elective)
CLS5109 Long Essay / Project
Graduated (Cohort 2011-2013)
Agius Antonella, Aquilina Antoinette, Borg Graziella, Borg Rebecca, Camilleri
Alan, Fenech Emasyl, Fenech Soler Michaela, Gatt Tracey Marie, Guillaumier
Rachel.
Obtained a Certificate in Lifelong Career Guidance and
Development (Cohort 2011-2013)
Cilia Joseph and Zammit Maria Victoria.
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List of Long Essays for the Post-Graduate Diploma in Lifelong
Career Guidance and Development (Cohort 2011-2013)
Student
Title of Long Essay
Agius Antonella
F.EM – Female Employment Programme European Social Fund
(ESF) – Application Form
Aquilina Antoinette
The Predictors for Recruitment of Sales Jobs
Borg Graziella
Career Guidance in Perspective: An Analysis of the Service in
Educational Settings through Clients’ Understanding
Borg Rebecca
Code of Ethics for Career Guidance Practitioners:
Comparisons, Reflections and Reactions
Camilleri Alan
The Relationship between Interests and Educational Choices
at MCAST
Fenech Emasyl
Back to Work: Ways in which Career Guidance Services can
support Young Mothers in their Transition back into the Labour
Market
Fenech Soler Michaela
The use of ICT in Career Guidance: A Proposal for an Online
tool for Secondary School Students in Malta
Gatt Tracey
Measuring Effective Career Guidance Services offered by
Employment Advisors within the Public Employment Service
in Malta
Guillaumier Rachel
Facilitating Labour Mobility for EU Citizens: Effective Guidance
Services within the Public Employment Service in Malta
70
6. Monitoring and
Research about Industrial
and Employment Relations
Centre for Labour Studies | Biennial Report, 2013 - 2014
6.1 Information Updates
New Contract Commencing in February 2014
Quarterly Reporting
Title
Author
Date
Quarterly Report III (July-September)
Saviour Rizzo
Oct 14
Information and Communication Quarterly Report
Charles Tabone
Oct 14
Quarterly Report II (April-June)
Saviour Rizzo
Jul 14
Information and Communication Quarterly Report
Anna Borg
Jul 14
Quarterly Report I (Jan-March)
Saviour Rizzo
Apr 14
Information and Communication Quarterly Report
Anna Borg
Apr 14
Contributions to Comparative Analytical Reports
Title
Author
Date
Developments in Collective Bargaining and Social Dialogue
into the 21st Century
Louis Grech
Nov 14
New Topics, New Tools, Innovative Approaches by the
Social Partners
Charlotte
Camilleri
Nov 14
Job Creation in Born Globals (SMEs)
Jeannine
Vassallo
Nov 14
Regulation of Labour Market Intermediaries and Role of SP
in Preventing Trafficking of Labour
Vincent Marmara
Nov 14
Working Time Developments into the 21st Century (Short
Contribution)
Manwel Debono
Oct 14
Improving Working Conditions in Occupations with Multiple
Disadvantages
Saviour Rizzo
Sep 14
Migration Labour Market Policies and Effective Integration
of Third-Country Nationals
Christine Garzia
Jul 14
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Centre for Labour Studies | Biennial Report, 2013 - 2014
Other Reports
Title
Author
Date
Spotlight Report - The set of Proposals Issued in August 2014
by the Malta Employers Association (MEA) to amend the
Employment and Industrial Relations Act (EIRA)
Saviour Rizzo
Dec 14
Progress Report (EU-Level and National Correspondents)
Manwel Debono
Dec 14
Representativeness of Trade Unions and Employer Associations
in the Ports Sector
Vincent Marmara
Sep 14
Representativeness of Trade Unions and Employer Associations
in the Graphical Industries
Jeannine Vassallo
Sep 14
Support Instruments Database
Manwel Debono
Aug 14
Fact Sheet – Baxter
Charles Tabone
May 14
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6.2 European Industrial Relations
Observatory (EIRO) 2013-2014
Brief reports on topical issues in Malta
Title
Author
Date
Unions in Dispute Over Recognition at Bank
Saviour Rizzo
Feb 14
Social Partners involved in Debate over Citizenship
Scheme
Saviour Rizzo
Feb 14
Union Reacts Angrily to Critical Hospital Report
Saviour Rizzo
Jan 14
Social Partners Happy with 2014 Budget Proposals
Saviour Rizzo
Nov 13
Unfair Treatment of Immigrants
Saviour Rizzo
Nov 13
Moves to Tackle Exploitation of Migrant Workers
Saviour Rizzo
Oct 13
Controversy over Appointment of New Industrial Tribunal
Saviour Rizzo
Aug 13
New Measures Combat Precarious Work
Saviour Rizzo
Jul 13
Union Campaign Targets Precarious Work
Saviour Rizzo
May 13
Parent-friendly Election Promise Angers Employers
Saviour Rizzo
Mar 13
Social Partners Issue Election Messages
Saviour Rizzo
Feb 13
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Centre for Labour Studies | Biennial Report, 2013 - 2014
National contributions on topics selected by the Foundation
Title
Author
Date
Annual Update on Working Time 2013
Manwel Debono
Feb 14
Annual Review 2013 - Industrial Relations and Working
Conditions Development
Saviour Rizzo
Feb 14
Industrial Relations Profiles 2013
Louis Grech
Feb 14
Gender Issues in Social Partners’ Organisations in
Europe
Louis Grech
Jan 14
Developments in Collectively Agreed Pay 2013
Christine Farrugia
Jan 14
Representativeness of Trade Unions and Employer
Associations in the Chemical Sector
Vincent Marmara
Nov 13
Representativeness of Trade Unions and Employer
Associations in the Woodworking Sector
Louis Grech
Nov 13
Changes to Wage-setting Mechanisms in the Context
of the Crisis and the EU’s new Economic Governance
Regime
Saviour Rizzo
Nov 13
Representativeness of Trade Unions and Employer
Associations in the Road Transport and Logistics Sector
Jeannine Vassallo
Oct 13
Impact of Demographic Changes on Policies on Work/
Family Life
Louis Grech
Sep 13
Role of Social Dialogue in Industrial Policies
Vincent Marmara
Sep 13
Representativeness of Trade Unions and Employer
Associations in the Local and Regional Governments
Sector in Europe
Louis Grech
Jun 13
Pay Developments in the 21st Century
Jeannine Vassallo
May 13
Industrial Relations in Central Public Administration –
Recent Trends and Features
Vincent Marmara
May 13
Social Dialogue in Micro and Small Companies
Luke Fiorini
May 13
Representativeness of the European Social Partner
Organisations in the Electricity Sector
Jeannine Vassallo
Mar 13
Representativeness of Trade Unions and Employer
Associations in the Construction Sector
Louis Grech
Mar 13
Social Partners Involvement in the Reforms of Pension
Systems
Vincent Marmara
Feb 13
Annual Update 2012 - Working Time Developments
Christine Farrugia
& Manwel Debono
Feb 13
Annual Review 2012 - IR and WC Developments in
Europe
Saviour Rizzo
Feb 13
Annual Update on Pay 2012 – Questionnaire
Manwel Debono &
Christine Farrugia
Jan 13
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Centre for Labour Studies | Biennial Report, 2013 - 2014
6.3European Working Conditions
Observatory (EWCO)
Brief Reports on Topical Issues
Title
Author
Date
Cultural Factors Explain Inactivity Rates of Women
Anna Borg
Jul 14
Impact of Electronic Surveillance in the Workplace
Anna Borg
May 14
Helping ‘Inactive’ Women Acquire Skills for Job Market
Anna Borg
May 13
National contributions on topics selected by the Foundation
Title
Author
Date
Employment Opportunities for People with Chronic
Diseases
Luke Fiorini
Violence and Harassment in Europe
Christine Garzia
Jan 14
New Forms of Employment
Charlotte Camilleri
May 13
Mid-Career Review, Internal Mobility
Clyde Caruana
May 13
Working Conditions of Young Entrants to the Labour
Market
Clyde Caruana
Mar 14
Mar 13
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Centre for Labour Studies | Biennial Report, 2013 - 2014
6.4European Restructuring Monitor
(ERM)
Brief reports highlighting important restructuring cases in Malta
Title
Author
Date
Hotel San Antonio
Charles Tabone
Apr 14
Evolution Gaming Malta
Charles Tabone
Feb 14
McDonald’s
Charles Tabone
Jul 13
Betsson
Charles Tabone
Jun 13
Baxter
Charles Tabone
Apr 13
TRC Family Entertainment
Charles Tabone
Mar 13
National contributions on topics selected by the Foundation
Title
Author
Date
Access of Young People to Income Support
Antonella Agius
Feb 14
Facilitating Geographical Mobility
Christine Garzia
Jan 14
Public Sector Restructuring: Developments during
Austerity
Louis Grech &
Anna Borg
May 13
Young People and Temporary Employment in Europe
Louis Grech &
Anna Borg
Feb 13
76
7. Research Work
and Publications
Centre for Labour Studies | Biennial Report, 2013 - 2014
7.1 Prof Godfrey Baldacchino
Edited Books:
The Political Economy of Divided Islands: Unified Geographies, Multiple
Polities. New York: Palgrave Macmillan, 2013, 245pp. ISBN: 978-1-13702312-4.
(with Eve Hepburn). 2013. Independence Movements from Subnational
Island Jurisdictions. London: Routledge, 186pp. ISBN: 978-0-415-50585-7.
Guest Issue Journal Editor:
(with Nathalie Bernardie-Tahir & Camille Schmoll). 2014. Thematic section
on islands, migration and undesirables. Island Studies Journal, 9, pp. 3-68.
(with Eric Clark). 2013. Issue on islanding cultural geographies. Cultural
Geographies, 20(2), pp. 129-265.
Peer Reviewed Papers, Journal Articles and Book Chapters:
Malta transformed by multi-level governance: More than just an outcome
of Europeanisation. Occasional Paper 03/2014, University of Malta, Institute
for European Studies. Retrieved from https://www.um.edu.mt/__data/assets/
pdf_file/0019/228151/Godfrey_Baldacchino_final.pdf
(with Ilan Kelman). 2014. Critiquing the pursuit of ‘island sustainability’: Blue
and green, with hardly a colour in between. Shima: International Journal of
Island Cultures, 8(2), pp. 1-21.
Island studies: Some critical reflections. International Journal of Okinawan
Studies, 4(2), 2014, pp. 1-12.
Islands and the offshoring possibilities and strategies of contemporary states:
Insights on/for the migration phenomenon on Europe’s Southern flank. Island
Studies Journal, 9, 2014, pp. 57-68.
(with Huei-Min Tsai). 2014. Contested enclave metageographies: The offshore
islands of Taiwan. Political Geography, 40, pp. 13-24.
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Centre for Labour Studies | Biennial Report, 2013 - 2014
Le tourisme insulaire: Un discours tout particulier. In J.-M. Furt & C. Tafani
(Eds.) Tourisme et Insularité: La littoralité en Question(s). Paris: Karthala,
2014, pp. 57-72.
The security concerns of designed spaces: Focus on small states. In C. Archer,
A. Bailes, & A. Wivel (Eds.) Small States and International Security: Europe and
Beyond. London: Routledge, 2014, pp. 241-254.
Island landscapes and European culture: An ‘island studies’ perspective. Journal
of Marine and Island Cultures, 2, 2013, pp. 13-19.
History, culture and identity across small islands: A Caribbean
journey. Miscellanea Geographica: Regional Studies in Development, 17( 2),
2013, pp. 5-11.
(with Edouardo D. C. Ferreira). 2013. Competing notions of diversity in
archipelago tourism: Transport logistics, official rhetoric and inter-island
rivalry in the Azores. Island Studies Journal, 8, pp. 84-104.
The microstate sovereignty experience: Decolonising but not disengaging. In
R. Adler-Nissen & U. Pram Gad (Eds.). European Integration and Postcolonial
Sovereignty Games. London: Routledge, 2013, pp. 53-76.
Island tourism. In A. Holden & D. Fennell (Eds.) A Handbook of Tourism and
the Environment, London, Routledge, 2013, pp. 200-208.
(with E. Clark). 2013. Islanding cultural geographies. Cultural Geographies,
20(2), pp. 129-134.
7.2 Dr Anna Borg
Mental Health in the Workplace - Policy Review Report. Unpublished Report
for the European Commission.
(with Manwel Debono). Tracer Study on graduates who attended the
Diploma in Social Studies (Gender and Development) between 1997 and
2013. Unpublished Report, Centre for Labour Studies, University of Malta.
Defended PhD thesis ‘A CIAR study in a male dominated ICT Company in
Malta which looks at work-life issues through the masculine lens: A case of:
if it ain’t broke, don’t fix it?’ Middlesex University - London.
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Centre for Labour Studies | Biennial Report, 2013 - 2014
Delivered paper on ‘Power and Privilege in relation to time and space
boundaries and the links to work-life issues’ during the Dynamics of Virtual
Work Conference - Barcelona.
7.3 Dr Manwel Debono
‘EEPO Thematic Review: Labour Market Reforms in Europe 2011-2013. Case
of Malta’, European Employment Policy Observatory, 2013. (Unpublished).
‘Reforms of Employment Protection Legislation (2008-2012). Case of Malta’,
European Employment Policy Observatory, 2013. (Unpublished).
‘EEPO Thematic Review: Promoting green jobs throughout the crisis: A
handbook of best practices in Europe. Case of Malta’, European Employment
Policy Observatory, 2013. Retrieved from http://ec.europa.eu/social/Blo
bServlet?docId=12314&langId=en
(with A. Borg). ‘Diploma in Social Studies (Gender and Development) –
Tracer Study’. Malta: University of Malta, Centre for Labour Studies, 2013.
(Unpublished)
‘Faculty of Arts Graduates 2003-2012 – Tracer Study’. Malta: University of
Malta, 2013. Retrieved from: http://www.um.edu.mt/__data/assets/
pdf_file/0004/188302/tracerstudyarts2003-12.pdf
(in collaboration with R. Sultana). ‘Proposals on Defining the Employment
Advisory Role of the Employment and Training Corporation’, 2013,
commissioned by the Employment and Training Corporation, Malta
(Unpublished report).
(with M. Parnis, A. Mifsud Bonnici, A. Schembri, & V. Marmarà (2013).
‘Precarious Employment in Malta: Research and Recommendations’.
Report commissioned by the General Workers’ Union, Malta, 2013,
Retrieved from http://stopprecariouswork.com/media/Precarious%20
Employment%20Report%20-%20Final%20Version.pdf
‘Centre for Labour Studies Biennial Report 2011-2012’ (Editor), 2013. Malta:
University of Malta, Centre for Labour Studies. Retrieved from http://www.
um.edu.mt/__data/assets/pdf_file/0010/191197/biennial_doc_2012.
pdf
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Centre for Labour Studies | Biennial Report, 2013 - 2014
‘Long-term unemployment in Malta’, in M. Debono (Ed) (2013), Centre for Labour
Studies Biennial Report 2011-2012, pp.41-50, Malta: University of Malta, Centre
for Labour Studies. Retrieved from http://www.um.edu.mt/__data/assets/
pdf_file/0010/191197/biennial_doc_2012.pdf
‘Memorandum to political parties contesting the general election being
held on 9th March 2013’ (Editor), in M. Debono (Ed) (2013), Centre for Labour
Studies Biennial Report 2011-2012, pp. 8-18, Malta: University of Malta,
Centre for Labour Studies. Retrieved from: http://www.um.edu.mt/cls/
notices/?a=173932
‘Annual update on working time developments’, European Foundation for
the Improvement of Living and Working Conditions, 2014. (Unpublished).
(with C. Farrugia. ‘Annual update 2012 on pay’, European Foundation for the
Improvement of Living and Working Conditions, 2013. (Unpublished).
‘EEPO Thematic Review: Activating Job-Seekers Through Entrepreneurship:
Start-Up Incentives’, European Employment Policy Observatory, 2014.
Retrieved from http://ec.europa.eu/social/BlobServlet?docId=13247
&langId=en
‘EEPO Thematic Review: Stimulating Job Demand: The Design of Effective
Hiring Subsidies in Europe. Case of Malta’, European Employment Policy
Observatory, 2014. Retrieved from http://ec.europa.eu/social/BlobSer
vlet?docId=12531&langId=en
7.4 Mr Luke Fiorini
Debono, M., Baldacchino, G., Borg, A., Fiorini, L., Rizzo, S. & Zammit. E.
(2013). Memorandum to political parties contesting the general election
being held on the 9th March 2013. This document was published in full in the
“Malta Business Weekly” on 10th January 2013, whilst articles on the Malta
Independent (10th January, 2013) and the Times of Malta (January 12th 2013)
wrote articles detailing the memorandum.
“Country report Malta: Social dialogue in micro and small companies”
European Working Conditions Observatory, 2013. Unpublished, but utilised
within European Foundation for the Improvement of Living and Working
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Centre for Labour Studies | Biennial Report, 2013 - 2014
Conditions. (2014). Social dialogue in micro and small companies. Dublin:
Author.
“Employers’ sick leave plan “offers no benefits” – Times of Malta, 10 August,
2014. Retrieved from http://www.timesofmalta.com/articles/view/20140810/
local/Employers-sick-leave-plan-offers-no-benefits-.531200
“Malta: Employment opportunities for people with chronic diseases” European
Observatory of Working life, November 2014. Retrieved from, http://
eurofound.europa.eu/observatories/eurwork/comparative-information/
national-contributions/malta/malta-employment-opportunities-for-peoplewith-chronic-diseases
Fiorini, L., Griffiths, A., & Houdmont, J. (2014). “Predictors and consequences
of presenteeism: A qualitative study of nurses in geriatric settings”. In
Proceedings of the 11th European Academy of Occupational Health
Psychology Conference: Looking at the past - planning for the future:
Capitalising on OHP multidisciplinarity. Nottingham: EAOHP.
7.5 Mr Saviour Rizzo
(with Mario Micallef). ‘Perceptions of Workers of the Role of Maltese Trade
Unions in Health and Safety’. In http://www.um.edu.mt/islands/research/
occassional
Articles in the Times of Malta
‘Meritocracy: Myth or Reality’, 2nd April 2013, page 16.
‘Myth of Classless Society’, 2nd February 2013, page 15.
‘Work in a Vicious Circle’, 4th May 2013, page 17.
‘No Means of Escape’, 27th July 2013, page 17.
‘Inter Trade Union Dispute’, 14th March 2014, page 40.
‘Union members in uniform’, 26th May 2014, page 14.
‘The Art of Setting Wages’, 17th July 2014, page 16.
‘Innovative Employment Relations’, 22nd December 2014, page 29.
81
8. Conferences
and Other Activities
Centre for Labour Studies | Biennial Report, 2013 - 2014
8.1 Prof Godfrey Baldacchino
2013:
Visiting Professor of Island Tourism at the University of Corsica, Corte, France,
March
Member of Organising Committee and Keynote speaker at 2013 North Atlantic
Forum, Holar, North Iceland, June.
Visit to Michigan, USA, as guest speaker at islands symposium hosted by the
International Institute, University of Michigan, Ann Arbor MI, USA, November.
Guest at symposium discussing island economic development, hosted by
CEREGMIA, University of Antilles-Guyane, Fort-de-France, Martinique, France,
November.
Invited panellist and workshop organiser, International Tourism Conference,
Maspalomas, Gran Canaria, Canary Islands, Spain, organised by University of
Las Palmas at Gran Canaria, December.
2014:
Visiting Lecturer, University of Corsica Pasquale Paoli, Corte, Corsica, France,
March.
Keynote speaker, symposium on ‘islands and the Mediterranean’. European
University Institute, Florence, Italy, May.
Guest of States of Jersey, St Peter Port, Jersey, Channel Islands, May.
Guest presenter on islands and spaces of incarceration, Queen’s University
Belfast, Northern Ireland, U.K, May.
Keynote speaker at Irish Canadian Studies Conference, Galway, Ireland, May.
Keynote speaker, ‘Islands and sense of place’ conference, Terschelling, Frisian
Islands, The Netherlands, June.
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Centre for Labour Studies | Biennial Report, 2013 - 2014
Summer school contributor, Reseau d’Excellence des Territoires Insulaires (RETI),
meeting in Charlottetown, Prince Edward Island, Canada, July.
Paper presenter and panel organiser at ISISA Conference, Magong City, Penghu
archipelago, Taiwan, September.
Keynote speaker, island cities and urban archipelagos conference, Copenhagen,
Denmark, October.
Keynote speaker at Symposium on Islands and Development, Bicocca University
of Milan, Italy, November.
Visiting Lecturer, University of Corsica Pasquale Paoli, Corte, Corsica, France,
November.
Panellist, Round Table discussion on Smart Islands organised by the Chamber
of Commerce Chania, Crete, Greece, for INSULEUR and the European Social
& Economic Committee, European Union, December.
Co-chaired together with Dr Galdies the conference on Global Environmental
Change and Small Island States and Territories: Economic and Labour Market
implications, organised by the Centre for Labour Studies and the Institute of
Earth Systems of the University of Malta in collaboration with the University of
Prince Edward Island, Canada, Malta, December.
8.2 Dr Anna Borg
2013:
Delivered a speech on ‘Why Women Matter in Politics’ organised by the Malta
Confederation of Women’s Organisations (MCWO), Valletta, Malta, March.
Attended the annual European Foundation meeting on the ‘Improvement of
Living and Working Conditions’, Dublin, March.
Attended COST meeting on the ‘Dynamics of Virtual Work’, Darmstadt, April.
Presentation on ‘Sharing Work-Life Responsibilities - A Reality Check’,
delivered during a seminar organised by the Reggie Miller Foundation on the
subject of ‘Women in Politics - New Realities’, Malta, April.
Interview with Norma Saliba on Gender and Work for the RTK Radio
programme ‘Sehemna fl-Ewropa’, Malta, May.
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Centre for Labour Studies | Biennial Report, 2013 - 2014
Trainer during a work shop organised by the Centre for Development,
Research and Training (CDRT) to managers working in the public service/
sector on ‘Equality Policies in the Public Service’, Malta, May.
Participated in Radio Programme on Radio Malta to promote the Gender
and Development Course, Malta, July.
Attended COST meeting on the ‘Dynamics of Virtual Work’, Athens, October.
Participated in a TV Programme ‘Focus’ which is transmitted on the national
television station, TVM, on the 2014 budget measures, Malta, November.
Delivered training during a seminar organised by the CDRT to employees
in the public service/sector on the ‘Principles of Equality’, Gozo, November.
2014:
Participated in TV programme ‘Malta Illejla’ on Net TV, promoting the Diploma
Course on Gender and Development, Malta, January.
Presentation on ‘The Price of Motherhood’, delivered during a seminar
organised by the Gender Issues Committee (GIC) of the University of Malta
on ‘The Role of Women’s in Today’s Society’ on the occasion of International
Women’s Day, Malta, March.
Attended conference organised by the Work and Family Researchers Network
(WFRN) on ‘Changing Work and Family Relationships in a Global Economy’,
New York, June.
Delivered presentation on ‘Work-Life Balance and Gendered Assumptions
in the Recession in an ICT Company in Malta’ during the WFRN Conference,
New York, June.
Attended COST meeting on ‘Dynamics of Virtual Work: Gender Perspectives
in the Analysis of Virtual Work’, Barcelona, November.
Delivered an opening speech during the conference on Global Environmental
Change and Small Island States and Territories: Economic and Labour Market
implications, organised by the Centre for Labour Studies and the Institute of
Earth Systems of the University of Malta in collaboration with the University
of Prince Edward Island, Canada, Malta, December.
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Centre for Labour Studies | Biennial Report, 2013 - 2014
8.3 Dr Manwel Debono
2013:
Co-organised a symposium entitled ‘Il-Klassi Soċjali f’Malta: Teżisti? Taħt
liema forma? U jagħmel sens li nitkellmu fuqha?’ and moderated a parallel
discussion about the the labour market, careers, wages and salaries. The
symposium was organsied as part of the work of the Centre for Labour
Studies, St. Julians, Malta, November.
2014:
‘Perspectives on employment and education challenges in Malta’, presented
in a round table discussion entitled ‘Achieving Malta’s Europe 2020 targets
for Education and Employment’, organised by the European Commission
Representation in Malta, Floriana, Malta, January.
Co-organised the official lauch of the National Forum of Trade Unions,
together with the Office of the President, Valletta, Malta, July.
Co-organised an informal meeting with all trade unions in Malta to discuss
the setting up of the National Forum of Trade Unions, together with the Office
of the President, Attard, Malta, July.
Participated in a breakfast seminar entitled ‘The social and economic
conditions of student life – National data for Malta’, organised by the National
Commission for Further and Higher Education, Floriana, Malta, December.
Participated in an international conference entitled ‘Global Environmental
Change & Small Islands: Economic & Labour Market Implications’, organised
by the Centre for Labour Studies and the Institute of Earth Systems at the
University of Malta, in collaboration with with the University of Prince Edward
Island, Canada. Universrity of Malta Valletta Campus, December.
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Centre for Labour Studies | Biennial Report, 2013 - 2014
8.4 Mr Luke Fiorini
2013:
Attended “The Malta Association of Physiotherapy’s Spring Convention:
Physiotherapy and lifelong learning.” Held at the Corinthia San Gorg Hotel,
Malta, June.
Attended the lecture, “Making a clinical decision” organised by the Malta
Association of Physiotherapists, Malta, September.
Attended the seminar “Occupational health and safety in the construction
industry” organised by the Occupational Health and Safety Authority (OHSA),
in collaboration with the European Agency for Safety and Health at Work
(EU-OHSA). Held at the Dolmen Hotel, Qawra, Malta, October.
Attended the seminar “Second scientific conference of Aviation Medicine”
organised by the Aero Medical Section, Civil Aviation Directorate. Held at the
Westin Dragonara Resort, November.
Attended the seminar “Il- Klassi Socjali f’Malta: Teżisti? Taħt liema forma? U
jagħmel sens li nitkellmu fuqha?” Organised by the Centre for Labour Studies,
held at the Radisson Blu Resort, St. Julian’s, Malta, November.
2014:
Presented “Posture and the workplace” at the Malta Association of
Physiotherapist’s Posture Symposium. Held at the MAP headquarters, Msida,
Malta, February.
Presented during the “Ergonomics seminar”, organised by the Centre for
Labour Studies, University of Malta. Held at the University of Malta, Valletta
Campus, March.
Poster presentation entitled “Predictors and consequences of presenteeism: A
qualitative study of nurses in geriatric settings”. At the 11th European Academy
of Occupational Health Psychology Conference, London, U.K., June.
Presented a talk entitled “Posture and manual handling” at the International
Safety Training College’s staff health and wellness day. Hal Far, Malta, June.
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Centre for Labour Studies | Biennial Report, 2013 - 2014
Attended the launch of the National Trade Union Forum at the Palace in
Valletta, Malta, July.
Nominated and accepted as country representative on SEEurope network:
The research network on the European Company (SE) by the European Trade
Union Institute (ETUI), Brussels, Belgium, September.
Attended the seminar “Active ageing and occupational health and safety”
organised by the Occupational Health and Safety Authority (OHSA), in
collaboration with the European Agency for Safety and Health at Work (EUOHSA) and Active Ageing Unit, Department for the Elderly and Community
Care. Held at the Dolmen Hotel, Qawra, Malta, October.
Attended the seminar “Occupational health and safety in the agriculture
sector,” organised by the Occupational Health and Safety Authority (OHSA),
in collaboration with the European Agency for Safety and Health at Work
(EU-OHSA). Held at the Dolmen Hotel, Qawra, Malta, December.
Attended “Global environment change and small islands: economic and
labour market implications”. A four day seminar organised by the Centre
for Labour Studies and the Institute of Earth Systems, University of Malta in
collaboration with the University of Prince Edward Island, Canada. University
of Malta, Valletta Campus, December.
Presented “Ergonomics in the workplace” at University of Malta’s
Occupational Health and Safety Services’ seminar for workers’ health and
safety representatives. Malta, December.
8.5 Mr Saviour Rizzo
2013:
‘Questionnaire Development Group for the 6th Wave of the European
Working Conditions Survey’. Organised by the European Foundation for the
Improvement of Living and Working Conditions, Brussels, June.
National Conference on Enhancing Social Dialogue & Labour Institutions.
Organised by the Department of Industrial and Employment Relations. Acted
as moderator in the plenary sessions, Malta, December.
87
9. Other Activities and
Conferences Organised
by the CLS during 2013-2014
Centre for Labour Studies | Biennial Report, 2013 - 2014
The Centre for Labour Studies organised a symposium on Social Class in
Malta on 22nd November 2013 at the Radisson Blu Resort and Spa, St Julians.
The Hon Helena Dalli, Minister for Social Dialogue and Prof Godfrey Baldacchino opening the
symposium
Local performer Hooligan singing during the symposium
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Centre for Labour Studies | Biennial Report, 2013 - 2014
The Centre organised a symposium called “Global Environment Change:
Economic and Labour Market Implications on Small Island States and
Territories” held in conjunction with the University of Prince Edward Island
(Canada) and the Smithsonian Conservation Biology Institute (USA). It was
held in Valletta between 1st and 5th December 2014.
Keynote speaker Dr Adam Fenech (Canada) with Prof G. Baldacchino and Dr. C. Galdies,
Symposium Co-Chairs
The audience at the Symposium
89
10. Financial Statements
(2013 & 2014)
Centre for Labour Studies | Biennial Report, 2013 - 2014
10.1 General Expenses
General Expenses CLSSUPP-01
Salaries Academic Staff
Salaries Support Staff
Operational
Year 2013
Year 2014
€110,226
€121,076
€31,394
€41,057
€3,650
€2,624
Total
€145,270
€164,757
Breakdown of Operational Expenses
Year 2013
Year 2014
Memberships
€155
€46
Books
€432
-
€13
-
Subscriptions
Hospitality
Office supplies
€97
€242
€1,830
€1,488
Postage
€128
€146
Petty Cash
€466
€452
Equipment
€434
-
Sub-Contracting
-
€118
Computer Software
€60
€132
Repairs and maintenance of equipment
€35
-
€3,650
€2,624
Total
90
Centre for Labour Studies | Biennial Report, 2013 - 2014
10.2 Reserve Fund
Reserve Fund CLSIN01-01
Income
Consultancy
Year 2013
Sponsorships
Total
Expenditure
Academic Supplements
Year 2014
€3,000
€2,500
€3,000
€2,500
Year 2013
Year 2014
€2,030
-
Advertising
€847
€1,000
Catering services for CLS events
€802
€379
€96
€72
€195
-
Computer software
Office Supplies
Petty Cash
Other Professional Fees
Total
€20
-
-
€4,433
€3,990
€5,884
10.3 New Eurofound Contract
Fund (88-207) E10LE12-01
Income
Year 2013
Year 2014
€39,200.00
€26,927.50
Year 2013
Year 2014
Support Basic Salary
Expenditure
€12,239.62
€14,437.97
Support Others (Extra/Occasional Salaries)
€14,401.71
€10,251.60
€3,737.06
€10,405.48
Equipment
Travel
€3,639.49
€2,038.27
Total
€34,017.88
€37,133.32*
*Although the expenses for 2014 appear to have exceeded the income of 2014, the
expenses were incurred from recurring unspent funds of previous years. Therefore the
project is not in the red.
91
Centre for Labour Studies | Biennial Report, 2013 - 2014
Appendix
Charter of National Forum for Trade Unions
Terms of reference for a National Forum of Trade Unions – read, approved and
signed by Maltese trade unions on 22 July 2014.
1. A National Forum of Trade Unions is hereby established under the patronage
of Her Excellency Dr Marie Louise Coleiro Preca, The President of the Republic
of Malta, in association with the Board and Staff of the Centre for Labour
Studies at the University of Malta.
2. The National Forum of Trade Unions is an initiative of the Office of the
President of the Republic of Malta, falling within her vision of a unifying
presidency for all the people of Malta, and continuing a tradition of setting
up forums under the auspices of the Office of the President of Malta.
3. The National Forum of Trade Unions is a voluntary platform whose
membership consists of the President and Secretary of each registered trade
union organisation in Malta (or their respective delegates).
4. The National Forum of Trade Unions serves as a high-profile platform for the
promotion, dissemination of current and envisaged work-related themes and
topics. The National Forum of Trade Unions will champion deserving issues
and utilise the clout, good will and respect associated with both the Office
of the Head of State, as well as the expertise and knowledge base associated
with the Centre for Labour Studies at the country’s national university, in
order to solicit attention, promote interest, encourage support and/or foster
awareness and education in issues related to work and working life, as the
need may be.
5. The National Forum of Trade Unions will adopt an annual programme of
action after this is presented by the Office of the President and the Centre
for Labour Studies and then approved by the National Forum’s membership.
6. The National Forum of Trade Unions may meet as appropriate and may
organise events and activities as may be opportune from time to time.
7. The National Forum of Trade Unions will function without prejudice to any
other initiative pursued by trade unions in Malta, singly or collectively.
92